If we are to keep learning relevant and accessible, it needs to adapt and flex to the way the majority of people are now working.

Even before the pandemic hit, it was clear that L & D had a responsibility to adjust training from lengthy days away from the ‘office’, to shorter accessible sessions, focussed on a clear learning outcome.

As a training provider we have seen demand rising significantly for targeted development sessions, bespoke hour long workshops which specifically tackle a key learning area, such as How to provide great feedback, and build in to a skills based, development tool-kit.

Of course, the dramatic switch to remote working and the compulsory transition to online platforms, has been a huge catalyst for the adoption of online training  and it’s great to see that it’s working!

There’s nothing new about online learning – I hear you say!

True – the real shift, is the realisation that online training can still be LIVE. It can include live demonstrations, 1:2:1 practice, small group collaboration, opportunities to share ideas and best practice, offer and receive personal feedback; all the essential ingredients for an interaction which makes great training work, and has a real impact on performance improvement.

Bite-size: easier and better  a win : win for L&D providers and learners

  • Easier to react to current trends
  • Easier to identify personal development needs
  • Easier to create tailored learning solutions
  • Easier to provide access to expert trainers and coaches via remote platforms
  • Easier to schedule in to the corporate diary
  • Easier to flex to the demands of home-working
  • Easier to maximise value from the L&D budget
  • Better at targeting individual skills gaps
  • Better level of learner buy-in and personal engagement
  • Better integration in to the flow of work – providing access at point of need
  • Better opportunity to flex around competing commitments
  • Better use of learner time
  • Better opportunity to improve

I believe training needs to:

  • Provide short, sharp bursts of learning
  • Focus on a single learning objective
  • Be personalised
  • Support colleague collaboration and creating a social network
  • Benefit the learner’s role
  • Help individuals to do their job better
  • Be easy to access
  • Adopt a coaching style
  • Facilitate personal responsibility for identifying and bridging knowledge and skills gaps
  • Accept and exploit current technology

But I’m always keen to explore new ways of thinking….

If you'd like to join the debate, contact Jim direct or follow him on LinkedIn