Fact: Relying solely on classes and courses will not ensure people have what they need to do their jobs. The right approach to learning is a continuous, ongoing process, and people must connect with learning on a much more frequent basis than any traditional model will allow.
Coming from us, this shouldn’t come as a surprise. At Fuse, it’s no secret that continuous learning is at the heart of everything we do. But all too often, we find that organisations are not asking the right questions when it comes to learning in the enterprise, and not prioritising the right skills.
For example, did you know that even though we’re deep into the age of digital transformation, companies are still struggling to target the right development skills to keep employees ahead of the curve? It’s one of the key findings gathered from our latest research and report brief, run in partnership with Brandon Hall: Learner Engagement and Performance: From Correlation and Causation.
When investigating the skills that organisations are most interested in developing to achieve better performance off the back of learning, the research found that companies still don’t rate continuous learning and learning agility as highly as, for example, emotional intelligence.
Beyond this, despite the fact that nearly half of companies surveyed agreed that learners should be able to engage with learning daily, weekly and monthly, only about one-third believe they are well prepared to develop the future skills they will need.
Perhaps they haven’t found answers to important questions, such as: how can organisations foster and sustain a continuous-learning mindset, where learners buy in and keep coming back? How can companies develop a learning strategy that focuses on the learner?
These key questions are answered throughout the new report, which also identifies the four critical elements required to create an engaging learning environment that can drive performance.
What are High Impact Learning Companies Doing Better?
If you’re short on time, we suggest you head straight to page 12 in the brief to get the lowdown on what high impact learning companies are doing better compared to their low impact peers (hint: it turns out that context, personalisation, opportunities to practice and opportunities to provide feedback, amongst other best practices, are helping companies win hand over fist in enterprise learning, every time.)
Page 13 will also show you the learning tools used by high impact companies.
Far be it for us to be satisfied without delivering a concrete, hands-on example of a high impact learning company. The report wraps up with a great results-driven case study based around Avon’s success in learner engagement driving measurable performance. Here, you can see how continuous learning ultimately helped some beauty representatives increase aggregate sales by +320%.
Does This Sound Like You?
Be honest: is your LMS hard to maintain, or does it require labour-intensive workarounds? Does it suffer from a lack of efficiency and accuracy, prompting a poor learning experience that hinders adoption? Are you seeing that few to zero voluntary courses are taken, even if you heavily promote the idea of continuous learning? Or maybe you’ve got a system built for formal training, and not social or experiential learning?
If this sounds like you, download the brief today, and you'll likely find that you come away with a better understanding of what learners need from learning programmes to be engaged and successful, and what tools and technologies organisations should leverage as part of a positive learner experience. Enjoy!