Deliver personalized learning experiences at scale, with transformative results
The concept of next generation learning has captured the attention of both the Board and learning professionals. When executed well, it can enable organizations to build vital transformative skills, mindsets and behaviors, faster and more cost effectively than ever before. By using digital resources to optimize adult learning, organizations can significantly speed up the cycle of building capable people, giving them the competitive advantage against others.
We have defined 12 principles that can be used as a blueprint to design next generation learning programs that deliver tangible strategic outcomes. All elements have human-centric and technological implications when designing transformative learning programs at scale.
Bespoke learning journeys
A combination of self-learning, virtual and face-to-face classrooms, one-to-one (virtual) coaching, and structured team and peer learning activities results in the best adult learning program. The mix allows learners to structure and sequence activities at their own accord, fitting to their schedules and giving them control over the preferred depth and format of learning.
Scalable delivery
This allows programmatic and transformative learning to be delivered at scale with very large cohorts. The technology platform creates peer communities and learning teams, automates the booking of classrooms and coaching sessions, and keeps participants on track through notifications and reminders. It is also incredibly cost efficient as it applies expert resource as and when needed, using a very lean core delivery team.
Strategic outcomes
Program are designed with a clear set of learning outcomes for the individual, closely linked to specific strategic goals of the business. This could mean the organization defining what good business partnering means for them, if this is the strategy, then translating this to a set of required competencies and skills.
Gamified experience
Games, fun, and competition are at the heart of this theory. Gamification allows learners to test ideas in safe scenarios, but more importantly, it rewards participation and contribution within an engaging environment.
Flexible platform
All program are designed with flexibility at the heart, for the individual and the organization alike. For individuals, timescale, activities and modes of learning fit around their schedules. For organizations, the program can be scaled up and down depending on requirements.
Connected experts
Expertise often already exists in organizations, it’s about accessing this expertise. This theory maps expert knowledge through resource libraries and conversations, where these individuals become mentors and coaches for other participants – and the wider organization
Personalized learning
Highly personalized programs maximize limited time for training. It is created for each individual based on what they choose to access or attend. Learning teams are then formed and personal development coaches are recommended automatically based on individuals location, role and level of expertise.
Curated content
High level content is often readily available within organizations, just like expertise. The challenge is curating the content and providing the most relevant parts to learners. The recipe for success is providing enough useful tools, concepts and examples around a topic to then encourage participants to contribute and share their own best practice and other resources. Participants very rapidly add their own materials, building a dynamic library of curated content for themselves, with popular resources bubbling up.
Community-based
It is a fact that we learn better alongside peers. Next generation learning builds and maintains a community of learners with team activities, such as challenges and games, encouraging sharing and collaboration.
Multi-media and multi-channel
People have limited time, so content needs to be compelling, on-demand and relevant. By providing a range of media, such as film, games, quizzes and animation, engagement is increased and so is the effectiveness of learning. It also flexes to peoples’ lives – learners could watch a video tutorial on the way to work on their phone, then participate in a virtual classroom from their desktop.
People-centered
Research has demonstrated that individuals excel when surrounded by the right support network. This type of learning puts the individual at the center and supports them closely, linking with their line manager, personal coach and others. This dynamic motivates and encourages people, ensuring learners get the most from their experience.
Realtime feedback
Effective learning needs rapid and realtime feedback. To achieve this, dynamic reporting and live feedback provides the individual and the organization with immediate analysis of the impact of learning. Not only does this demonstrate successes, but also enables issues to be identified quickly and trajectories to self-correct.
With these principles, next generation learning provides the solution to scaling up learning in a cost-effective manner. By following this theory, organiaations can create world-class learning programs that will deliver personalized experiences at scale, with transformative results.
As published on HR News.
Explore Ludic Learning to discover how our methodology and tools bring learning experiences to life. And contact us to discuss how we can support your capability building initiatives.
