Knowledge has never been more democratic. We can, and do, access content at a frenetic pace so, unsurprisingly, we’re bringing those expectations to work.
Traditional training has had to up its game, becoming increasingly on-demand, blended, digital and bite-sized. So, what does this context mean for how organisations go about developing people’s skills to thrive in a modern workforce?
The bar has never been higher for immediate knowledge
People expect a lot because we can access knowledge so easily outside of work. We don’t need to wade through reams of plumbing instructions to find out how to change a tap, for example. There’s a short YouTube clip or Alexa can answer it! That’s what people want when it comes to training content in work. They don’t want to be inundated with loads of things that aren’t relevant.
Content proliferation is breeding confusion
We’re also noticing that people are confused about where to find what’s right for them with so many digital channels. YouTube, Facebook, Twitter, Wikipedia, Google and LinkedIn are merely scratching the surface of sources. Finding ‘stuff’ is rarely the problem - it’s people finding the right stuff that should matter most to those of us involved in creating anything designed to help people learn.
Big data and big impact: still in search of the holy grail
Tangible correlations between learning experiences, behaviour and business metrics remain a positive quest rather than a fait accompli but I don’t think it’s far away. More advanced analytic tools will make this a reality for skills academies in the coming years.
Knowledge is everywhere but people still don’t know what they don’t know!
Learning to learn, or a learning mindset, is a crucial skill for the modern workforce. The problem we see, despite an abundance of learning content available, is that people are often blissfully unaware of their own development areas.
Face-to-face still has an important seat at the learning table
Unquestionably the blend of learning activities and interventions that we’re involved in has evolved significantly over the last 10 years. As true as that is, the value of face-to-face experiences is still incredibly high when the purpose is appropriate (developing complex knowledge or practising complex tasks) and the facilitation is strong.
Some skills will never go out of fashion
Some topics will never lose currency. Storytelling, resilience, leading and/or dealing with change are staples, as relevant now as they were a decade or more ago. What will never change is that to do something differently, people need to understand why it matters, care about doing it and have the tools or skills to actually do it differently.
Click here to read our full blog ‘Do we really need training courses anymore?’