Pervasive Learning - Technology, a great lever
Our L&D world has been evolving over the years and quite rapidly over the last 4-5 years. The earnest initiation of You Tube/video sharing based learning has evolved into a movement through the Khan Academy.
Look at how rapidly the MOOCs (massively open online courses) movement is taking shape. Then there is learning delivered via smart phones and tablets, Cloud based applications and not to mention, the surge in Webinars, Podcasts and Social Media based offerings across the digital world.
Jane Hart, a leading learning professional from UK recently initiated a survey with learning professionals across the globe on top 100 learning tools. According to the survey, responded by close to 1500 professionals, the top 10 learning tools of 2014 have been:
- Google Docs/ Drive
- You Tube
- Google Search
A recent article in Forbes Asia mentions that a large IT company provides only 20% training through the traditional classroom based delivery. The balance 80% is delivered by the various digital initiatives mentioned earlier. They call it a "Millennial Friendly" strategy.
It is predicted that the smart phone and wearable technology will reshape the future in the Learning area as well.
I am very excited about the changes that we are fostering in our organization in the L&D space. Some of notable ones include:
- Any Time Learning Kiosks
- Deployment of WebEx based learning sessions especially to enhance our reach to the global centers
- Using Tablets with pre-loaded learning material that can be utilized as a pre read or as reinforcement aids.
- Launch of iWatchLearn, a digital learning offering for our employees
- Cloud based offerings that allow learners to access learning anytime and from anywhere
- Setting up of Learning Lounges that serve the purpose of distribution and access to learning across our global centers
- Simulation Labs to provide a simulated business floor environment that aids learning
- Deployment of tools for objective and timely assessments
Technological advances, access to the internet, mobile phone penetration (particularly, smart phones) are playing a significant role in enabling scalable access of learning across the globe.
However, while Learning is becoming pervasive and progressive, and organizations have started investing in this area, why is it that we continue to see low adoption? I still observe a carrot based approach to drive in trainees into the classroom or to access e learning. In fact, I struggle motivating some of the trainers to adopt the new world order!
In my view, to help scale up and to make our learning programs effective and impactful, we need to focus on the following:
- customized/ personalized learning
- contextually curated content
- action learning projects
- peer based learning
- connects with problem solving networks (LinkedIn and Google plus are playing an important role here)
- simulations and gamification based learning
- enhancing learner autonomy by providing a pervasive learning ecosystem that focuses on blending with formal, informal and social media aided learning
I am also observing a move from linear text based to simulations and model based learning. Tool based Efficient Assessments are being promoted. (i.e. Go Ambition, Pearson's assessments).
Also noticeable, is the focus on Analytics in areas such as:
- Scientific and objective training needs analysis
- Training effectiveness measurement
- Learning style identification
We are living in the social age which is all about iterative learning and willingness to question everything. The new world has moved on from promoting IQ and EQ to CQ which is the Curiosity Quotient. Our openness to learn, share our success as well our failures will help drive a bigger change.
Technology alone will not help move the needle. It is all about being curious and to constantly seek answers from the learning environment, seniors, peers and even juniors (reverse mentoring) that would help drive the change we are seeking. Technology will continue to enable us to do so.
According to a senior L&D professional of a large global IT organization, by 2025, a lot of our current jobs would be taken over by machine learning and artificial intelligence. We may see various methods and tools for new knowledge acquisition.
L&D's role will be:
- to evolve as a "curator" of the most useful knowledge
- to play the role of a Human performance specialist
However, I believe that while Technology is helping us big time in scaling up and aiding in global distribution, it is also in some way, dehumanizing transactions. How many of us remember the movie "Up in the Air" where a video conference based solution on lay off discussions by an enthusiastic HR professional back fires!
Another senior professional in the HR space, commented recently that while data and information will provide much of the knowledge that people require to be successful, experiences will become even more important. People will need to interact more frequently with one another, not just machines!
While I am a techno optimist, I continue to believe that "blended learning" will be here to stay and will continue to enhance learning effectiveness through technology aided solutions and class room based interactions.
In my view, the following changes will shape our L&D world:
- The Learning Profile will continue to undergo a major shift
- Learning will become more personalized and pervasive
- Internet, better broadband speed and artificial intelligence will be great levers
- Contextual learning will become a norm and learner centered environment will be given the right importance
Would be keen to hear views from our learning community.