Training Modernization

Does your training meet the needs of the modern-day learner?

A shift is happening across the corporate learning landscape

The modern workforce learns at a different pace, requires unique learning methods, and has higher expectations for professional development than previous generations.  An investment in learning and development is a critical differentiator in the war for talent.

It’s easy to think modernizing training means investing in the latest digital training technology, but it’s not that simple.  While the right tools are essential, they don’t deliver lasting value unless they’re connected to changes in behavior.

%

Chief Learning Officers who believe that current corporate learning initiatives are ineffective

*”Learning at the speed of business”, McKinsey Quarterly, May 2016

Breakaway from traditional thinking to create training that works – and wows

If you want to engage adult learners in modern workplaces across geographic locations, you have to get creative.  New technology can only take you so far.  For training to be effective, it must be adaptable to meet the specific needs of your learners and align with your company culture.  That’s why industry leaders don’t hesitate to invest in the development of a custom learning experience.

Focus on learning outcomes before focusing on how to accomplish them.

Personalize learning to meet the specific needs of each training audience.

Incorporate on-demand education and provide continuous access to content.

Integrate micro-learning and experiential exercises to keep learners engaged.

Determine training needs and methods to select technology that fits.

Navigate the unique needs of the modern learner

Implemented correctly, modernized learning can improve job satisfaction, performance, and retention.  If your once-effective training program is out of date, don’t leave your learners behind.  Make sure your training programs support and reinforce your company’s strategy by:

  • Considering your learning audiences and identifying their similarities and differences.  Learners want to receive content that is aligned to their roles in the organization.

  • Helping employees understand skills in the context of the jobs they perform.  Effective learning includes the “why” and is more than just system clicks.

  • Understanding the reason for the training and the different learning options available.  How training is delivered is just as important as what training is delivered.

     

An Amazing Project Story

“We need to spend more time on training than anything else because you can’t expect someone to do a good job if you don’t give them tools and teach them how to use them.”

Dr. John Foley

Vice President for Medical Affairs, Hartford HealthCare Medical Group 

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