Top 7 Learning And Development Podcasts You Must See
500 million. That’s the number of people watching podcasts every single day across the world.
The medium is hot for the depth and variety it can offer. Podcasts are a savior and the right commute buddy for an increasingly busy world. The same goes for learning and development podcasts, a niche that has quietly built up into a great repository of valuable content.
In this blog post, we will explore some of the top learning and development podcasts that you should keep an eye on.
Staying updated on the newest trends and ideas in L&D is very important for your success. Learning and development podcasts are a simple and easy way to do this. They have interesting talks, expert interviews, and inspiring content. These podcasts offer a lot of useful knowledge for L&D workers at all stages of their careers.
If you are an experienced L&D expert or just starting out, adding these podcasts to your learning routine will boost your knowledge and keep you motivated. Listen to these L&D podcasts to discover the latest strategies, best practices, and innovative approaches to talent development and growth in organizations.
Many podcasts invite people to talk about their episodes on social media and online forums. This helps listeners connect with each other. It also gives you chances to network and learn together as L&D professionals.
So, let’s dive straight in:
#1 RiseUp Radio
by Risely, with Ashish Manchanda
Why should you watch this?
The RiseUp Radio podcast brings experts and practitioners to talk about leadership development and effective L&D. It brings actionable advice from people who have been through the challenges you are facing today.
Must watch episode:
Developing leaders, featuring Kelli Dragovich, This episode combines a personal journey with valuable lessons and advice to shape up for L&D journey.
The RiseUp Radio podcast offers learning and development insights in two exciting formats. First, we have topical episodes that focus on specific areas within HR and L&D, such as building empathy at work. The second format takes deep dives into leaders’ professional journeys, like this episode with Harjeet Khanduja, the SVP of HR at Reliance Jio. This brings in experience and expertise for your consideration.
You can watch all the episodes on YouTube.
#2 L&D Plus
by 360Learning, with David James
Why should you watch this?
The L&D Plus podcast discusses topics beyond “learning” and “development.” Your impact is in areas like growth, employee enablement, and operations. This podcast explains the what, why, and how behind it.
Must watch episode:
L&D Plus Talent, which breaks down how the two teams can build an impactful collaboration.
The L&D Plus podcast is a great tool for any professional not ready to remain limited to a strict job description. It prompts you to think beyond the word “learning and development.” Instead, you consider connections across marketing, sales, operations, and many other areas. David James brings in practitioners to tell their stories of building these connections.
You can check out all the Spotify, Google Podcasts, and Apple Podcasts episodes.
#3 The Overnight Trainer
by Sarah Cannistra
Why should you watch this?
This weekly podcast is made with love to support you in the journey of achieving all your professional goals in L&D.
Must watch episode:
Upskilling for the L&D of the future, which breaks down what future ready skillsets for L&D professionals look like.
The Overnight Trainer podcast takes you on the upskilling journey amid busy schedules. It offers interesting takes on problems that you would resonate with, such as searching for the next role in your career or keeping up against rapidly changing skill demands in the market.
You can discover The Overnight Trainer podcast on Spotify.
#4 The Learning Xchange
by Matthew Brown
Why should you watch this?
Matthew Brown’s Learning Xchange podcast addressed issues beyond the conventional ones, such as building a diverse network and tackling trauma in workplaces.
Must watch episode:
The Importance of Evaluating Systems Implemented for Learning. This episode urges L&D to not just do things, but also review them as time passes for maximum impact.
This podcast focused on learning in the digital world and provided a lot of practical value due to the host’s experience as a Chief People and Culture Officer. As a result, it proved to be a valuable resource for L&D professionals carving a space of their own in a rapidly evolving field.
The Learning Xchange podcast is available on Spotify, Apple Podcasts, and Amazon Music.
#5 All Hands
by Lattice, with Katelin Holloway
Why should you watch this?
People success is business success – that’s the core mantra echoing through all episodes of the All Hands podcast, where experts join in to break down their playbooks for people success.
Must watch episode:
Building strong CEO-CPO relationships with Melanie Naranjo, that breaks down how to connect across the table and lead your team to success.
The All Hands podcast has completed four seasons, with amazing guests sharing insights on how they have built successful people functions. The topics are diverse, ranging from thoughts on adopting an intersectional lens to using AI the right way with your organization.
The All Hands podcast is available on Spotify and Apple Podcasts.
#5 Learning at Large
by Kirstie Greany
Why should you watch this?
The Learning at Large podcast is the perfect resource for L&D professionals building online learning practices. It features stories from some of the most successful organizations.
Must watch episode:
Delivering Decentralized Learning, where Geraldine Murphy shares how to deliver learning to 90,000+ people.
The Learning at Large podcast discusses questions that matter to your growth, such as meaningfully implementing AI in L&D practices, preparing and fighting for budgets, and rethinking old practices for innovative L&D strategies. These insights come from people who have been there, experts who understand where you are and how to move forward.
The Learning at Large podcast is available on Spotify, Apple Podcasts, and YouTube.
#6 Coaching Real Leaders
by HBR, with Muriel Wilkins
Why should you watch this?
Led by an executive coach backed by years of experience, the Coaching Real Leaders podcast helps leaders and C-suite executives tackle professional challenges.
Must watch episode:
How do I avoid a career plateau in mid life, which talks of an all-too-common challenge many professionals face.
The insights from the Coaching Real Leaders podcast are useful for the people in your organization and, at times, would resonate with your challenges, too. As an L&D professional reaching new heights, you would find many questions relevant and helpful to your journey.
This podcast is available on Spotify, Apple Podcasts, and YouTube.
#7 HR Happy Hour
by Steve Boese and Trish McFarlaney
Why should you watch this?
As the longest-running HR podcast in America, HR Happy Hour has proven to be a valuable resource for professionals, as it takes up issues that impact your everyday work.
Must watch episode:
The ROI of kindness at work, which calls you to be a little more deliberate about being nice – because it matters a lot.
Beyond this show, the HR Happy Hour network carries many more useful conversations for HR and L&D professionals, including content on leadership development, HR technology, and management. HR Happy Hour is also an old player in the field, running since 2009 and constantly evolving with the industry.
This podcast is available on Spotify, Apple Podcasts, and YouTube.
Wrapping Up
The information from these podcasts can greatly help your L&D career. When you keep up with trends, best practices, and new technologies, you make yourself more valuable to your organization.
The advice and examples shared by industry experts build your credibility. This helps you add real value to your company’s L&D strategy. By engaging with these podcasts, you show that you care about professional development and continuous learning. This can help you stand out in the L&D field.
Deeksha, with a solid educational background in human resources, bridges the gap between your goals and you with valuable insights and strategies within leadership development. Her unique perspectives, powered by voracious reading, lead to thoughtful pieces that tie conventional know-how and innovative approaches together to enable success for management professionals.
Develop people managers of your organization into impactful leaders.
Check out Risely, your AI copilot for people management, with a free trial today.
Horse Leadership Training: A New Approach to Leadership Development Leadership development and training is suffering heavy stress under today’s business…
The old way of simple lectures and too much information is behind us. Now, active learning techniques are a great method to boost student learning and improve the overall learning process. This blog looks at what active learning is, its advantages, and how to put it into practice at work for your team’s success.
Active learning is a big change from old, passive learning methods. Instead of just taking in information, workers are asked to take part in the learning process. This way of learning shows that real understanding comes from doing, asking questions, and getting involved with the subject matter. It is a sure-shot way to beat one of L&D’s common challenge, that is, disengagement with the learning material that many teams face.
Active learning matches well with theories about how adults learn. These theories highlight that it’s important for your learners to have experiences, find relevance in what they study, and actively take part in learning. Adults learn better when they can connect new information to what they already know and use it in real life.
In contrast to passive learning, active learning gets people involved in solving problems, thinking critically, and working with others. This approach helps them understand the course content more deeply. By focusing on the needs and interests of adult learners, you build a better learning environment that is more engaging.
What are some examples of active learning at work?
Examples of active learning activities for adults include group discussions, case studies, simulations, and role-playing. The main idea is to create tasks that make the participants in your learning program think critically, solve problems, and use their learning in useful ways.
For instance, Sarah, a product manager, needed her team to learn a new project management software. Instead of a traditional training session, she structured it this way:
CONNECTING TO EXISTING KNOWLEDGE “I know most of you already use Trello for personal tasks, and some use Asana at work. Let’s start by comparing how you organize your current projects, and then I’ll show you how those same principles apply in our new software.”
APPLYING TO REAL WORK Instead of using generic examples, she had the team do simple tasks like migrating their actual current project into the new system, setting up their real upcoming sprint, creating templates based on their most common workflows, and customizing dashboards for their specific needs
MAKING IT RELEVANT When teaching new features, she tied each one to their daily challenges: “Remember how we struggled to track dependencies last month? Here’s how this feature would have solved that problem…” “This automation will save you those 30 minutes you spend each week updating status reports…”
BOOSTING ENGAGEMENT Team members shared their own productivity hacks and they identified process improvements based on new capabilities. Ultimately, everyone contributed to creating team best practices and they immediately saw time savings in their actual work!
The result? The team mastered the new software in half the expected time because they were working with familiar concepts and solving real problems, not just completing training exercises. When your employees take part in the learning process, they think about information more deeply. They link ideas together and create strong mental pictures. This helps them understand better and learn for a longer time.
Why should you choose active learning over other methods?
Adult learning theories, like Malcolm Knowles’ andragogy, highlight how important it is for learners to be in charge of their own education. They also focus on learning through experiences and making sure what they learn connects to their personal goals. Active learning fits well with these ideas by giving your learners control, thus raising the level of satisfaction and trust.
When adults take part in activities, they can use what they already know. They can apply new knowledge to real life. This makes learning meaningful and shows how relevant it is. It also boosts their motivation and engagement. Active learning is becoming more popular in training at work. It works well for adult learners because it meets their specific needs. It shifts away from the old-fashioned, mentor-focused way of learning and promotes a more learner-focused experience. This helps create a deeper and more valuable learning experience.
Using active learning at work does not need a big change in your training programs. You can begin by finding ways to add interactive parts to what you already have and enhance the impact of your learning and development strategies. Even small changes can help. Think about what you want to learn and the topic you are teaching when choosing active learning activities. To make a more lively and interesting learning environment, encourage your team members to work together and share knowledge.
#1 Identify opportunities to use active learning with your team
The great thing about active learning is that it can fit in many different places. It works well in many formats. When you look for chances to use it in your organization, think about:
Onboarding: Instead of giving new hires too much information at once, use icebreakers, group work on real situations, or mentorship programs. This helps them engage early.
Team Meetings: Set aside time for brainstorming, solving problems, or discussing case studies related to current projects. This encourages active participation.
Training Workshops: Avoid dull presentations. Add group activities, quizzes, role-playing, or simulations to make the training more interesting and effective.
By using active learning in these areas, you aren’t just sharing information. You are also making a space for people to explore and apply what they learn.
#2 Choose the active learning methods that match your needs
Active learning in the workplace thrives on practical, hands-on methods that connect directly to daily work. One of the most effective approaches that you can try is case study workshops, where teams tackle real business challenges using actual company data and scenarios, developing solutions they can implement immediately. This pairs naturally with peer teaching sessions, where employees share their expertise through 15-30 minute demonstrations followed by immediate practice and feedback sessions.
You can also create skill application sprints provide focused learning opportunities, with teams mastering one new skill each week through deliberate practice and progress tracking. This approach works particularly well with interactive tech training, where employees learn new tools by completing actual work tasks while receiving live support and building an internal knowledge base. Regular reflection sessions, typically 15 minutes weekly, help your teams review what worked, capture lessons learned, and plan implementation steps.
Active learning works best when your employees feel they own their learning. They should not be afraid to ask questions or seek help if they need it. It is also important to have regular feedback and open talks between employees and trainers. This helps everyone improve.
#3 Take a helping hand from tech
Technology is important for improving active learning. It gives us access to many learning resources and tools. Online platforms and team software allow employees to join in exercises, simulations, and group projects anytime and anywhere. Video conferencing tools like Zoom and Microsoft Teams allow live sessions. You can have discussions in breakout rooms and get real-time feedback. Collaborative platforms such as Google Workspace and Microsoft 365 let people edit documents together, manage projects, and brainstorm online.
But that’s just the beginning! For example, instead of regular pen-and-paper quizzes, use online quiz tools. They provide instant feedback and fun game features. You can change case studies into simulations where employees make choices and see what happens safely. Similarly, you can enable role play training for everyone in your company with the help of AI coaches like Merlin.
#4 Consider resistance and approach with an open mind
Implementing active learning can be tough. One big challenge is that some employees resist change since they are used to traditional, passive learning styles. To overcome this resistance, you need to communicate the benefits of active learning clearly. Similarly, to get buy-in from the C-suite, focus on showcasing how it enhances skills, boosts engagement, and leads to better outcomes. Providing training and support during the transition can also help employees adapt smoothly.
Another common challenge is time constraints. To address this, integrate active learning into existing processes or shorten activities without compromising on effectiveness. Prioritize activities based on their impact and relevance to maximize learning in limited time frames. At times, something interactive can save you from hours of lectures, so ensure that you are leveraging this technique with your teams effectively.
Wrapping Up
Active learning helps adults grow by making their education more engaging. When you use active learning strategies, you create a workplace culture that focuses on constant improvement and new ideas. Using technology makes these strategies even more effective. This leads to real benefits for employees and the organization. By adopting active learning in your workplace, you can give your team the skills and knowledge they need. This helps them adapt and grow in today’s changing business world.
Deeksha, with a solid educational background in human resources, bridges the gap between your goals and you with valuable insights and strategies within leadership development. Her unique perspectives, powered by voracious reading, lead to thoughtful pieces that tie conventional know-how and innovative approaches together to enable success for management professionals.
Get Started with the Free Training and Development Plan Template!
Grab free L&D resources and more for holistic growth of people managers. Only on Risely.
Horse Leadership Training: A New Approach to Leadership Development Leadership development and training is suffering heavy stress under today’s business…
3 Reasons Why Your Digital Learning Strategy Fails
In the last few years, digital learning strategies have changed how we learn. More and more organizations are using online learning platforms and tools. Because of this, it’s very important to have a clear plan. Sadly, many digital learning programs do not meet expectations. This blog post looks at three common reasons why digital learning strategies fail. It also offers tips for making learning experiences better.
Digital learning has changed the way we gain knowledge and skills. Online learning platforms have made it possible for people everywhere to access educational resources at any time and place. With more mobile devices around, learning is now easier and more convenient.
Today’s learning platforms provide many tools and resources. These include video calls, interactive modules, and personalized learning plans. In the latest wave of L&D’s digital revolution, the tides are shifting toward higher adoption and integration of AI in workplaces to create meaningful digital learning experiences. More and more L&D teams are exploring options like microlearning and personalized journeys for the employees to focus on key pain points like learner retention and application of training at work.
Still, having these technological features does not ensure a successful digital learning strategy.
3 Reasons Why Digital Learning is Not Working Out for You
Digital learning has many great opportunities, but it also has some challenges. You need to deal with technological changes, teaching methods, and what learners expect. As a result, you need to think of many points of failure while creating digital learning strategies.
Reason #1: Lack of Clear Objectives and Goals
A common problem in digital learning is not having clear goals. Without clear learning objectives, it is hard to create good learning experiences or to see if your learning strategy is working. Many organizations focus too much on technology and not enough on the results they want to achieve. When AI is becoming more of a buzzword rather than a tool, it is easy to fall into the hype and directly jump into the application stage without thinking through it.
To create a strong learning strategy, start by identifying the skills and knowledge you want learners to gain (this should further connect to your organization’s business goals). By setting clear learning objectives, you give a plan for teams and individual learners so everyone aims for the same goal. It is only after the goals are set that you can think of execution.
Moving to corporate learning plans for next year, keep this one mantra in mind:
Do: Use AI to achieve strategic learning goals.
Don’t: Treat “Use AI” as a goal in your L&D strategy.
One aspect of bad goal-setting is getting lost in the process. The second aspect is the lack of clarity. Each goal should explain what learners can do after finishing the training. For instance, instead of saying learners will “understand project management principles,” a better goal is “learners will be able to apply project management principles to create a project plan with clear timelines, milestones, and resources.”
Measuring learning outcomes helps you track progress and see how well your training is working. You can use different methods, such as quizzes, assignments, simulations, and observations, to check whether learners have the right skills or knowledge after the programs are complete.
Also, by creating realistic and relevant learning goals, you boost learners’ motivation and knowledge retention. When learners know the goals and values of their learning experience, they are more likely to get involved with the material and ultimately create strategic results that you are assessed on.
Reason #2: Ignoring the Needs of Your Learners
A learner-focused approach is very important for making engaging and effective digital learning experiences. Many organizations, however, do not pay enough attention to learner analysis and skills gap analysis. Ignoring the needs, preferences, and learning styles of your audience can cause low engagement, weak knowledge retention, and a poor learning strategy.
For instance, if an organization made up entirely of people who are largely not tech-savvy and above 60 adopts an online learning program, we know what to expect. Before heading into the action, think of what your learners need.
Tech skills: Are they good with online learning platforms, or do they need more help using them?
Time limits: Do they have flexible schedules, or are they busy with work, family, and other things?
Learning styles: Do they like visual, auditory, kinesthetic, or mixed learning methods?
The story does not end with analyzing the surface before creating a digital learning strategy. Make sure your online course is accessible. It means adding captions to videos, transcripts for audio, keyboard navigation, and alternative text for images. Meeting these accessibility needs, you help create a learning space that includes everyone.
Lastly, keep your content short, relevant, and engaging. Use microlearning methods to break big topics into smaller pieces. Include real-life examples, case studies, and scenarios to make the learning more useful and relatable. Catering to the needs of learners means focusing on both what they need to learn and how they can learn it best.
Reason #3: Over-Reliance on Technology
Technology is very important for digital learning. However, relying too much on digital tools without thinking about teaching methods can lead to problems. It’s easy to be distracted by new gadgets and software. But remember, technology should help improve the learning process, not take over.
A good digital learning strategy finds the right balance between technology and teaching methods. The main goal should be to create valuable learning experiences. It helps people gain knowledge, think critically, and develop skills. When you plan your digital learning strategy, think about the teaching principles that will help you choose the right technology and methods for teaching.
For example, think about using social learning tools to encourage teamwork and sharing ideas among learners. These can include discussion forums, group projects, or giving feedback to friends. Look into gamification methods or interactive simulations to improve engagement and help with knowledge retention. Or, if you’re teaching a highly technical subject, interactive simulations or virtual reality experiences might be beneficial for providing learners with hands-on experience. On the other hand, if you’re focusing on soft skills development, role-playing scenarios or video-based coaching sessions might be more effective.
The main idea is to pick digital tools that match your teaching goals. Ensure they add to the learning experience instead of taking away from it. Don’t let technology control how you teach. Choose the tools that best fit your teaching objectives and the needs of your learners.
TL;DR Your digital learning strategy fails when:
You don’t have clearly defined learning goals.
You don’t look into what your learners need.
You focus only on the “digital” aspect of the learning strategy.
Key Components of a Successful Digital Learning Strategy
Now, the big question is, how can we change this? What makes a successful learning strategy? Let’s try to answer that next.
#1 Clarity on Goals and the Role of Tech
Goals are the pivot for your learning initiatives. This holds true even when the said learning happens in a digital landscape. Hence, start thinking of digital learning strategies in tandem with the wider learning and development strategy of your organization. Your business objectives should inform your learning objectives, and from there you can further carve out the areas that fall under the scope of digital learning.
For example, a retail chain wants to improve customer service ratings by 25% within six months across 50 stores. That’s the business goal. Upon analysis, the company realizes the need to improve its customer service practice, leading to three key learning goals:
Train staff in advanced customer service techniques
Standardize service protocols across all stores
Improve product knowledge among sales staff
When it comes to developing the digital learning strategy, the L&D team realizes that the staff needs something with a simple UI; they have limited hours to devote to training. Some soft skill training needs cannot be simply addressed through lectures, etc. Based on these ideas, we can think of a mix including:
Mobile LMS for easy access during store hours
Microlearning modules for quick learning between shifts
AR-based product demonstration tools
Virtual role-play scenarios for customer interaction practice
Similarly, you also need of think of where tech can fulfil your learning needs effectively and where it cannot before starting the implementation.
Need help for your learning and development plan? Download the free L&D strategy framework by Risely!
#2 Learner-centricity
As we saw in the example of a digital learning strategy above, the needs of the end-user (learner in our case) are critical in determining the ideal course of action. Practicing this ensures learners are at the center of the process, leading to higher engagement in learning and development initiatives. When employees understand the why behind a training program, they are much more open to understanding the what and how. Beyond the C-suite, you need to sell ideas here too. It results in higher participation, performance outcomes, and, ultimately, the success of L&D strategies.
But what does learner centricity even mean? We are designing learning for the employee, duh. That’s an extremely simplistic way of looking at it. Learner centricity would mean ensuring that your team can access and apply learning without additional trouble. It includes distributing and delivering material in the right format, gathering feedback and using it for improvements, and providing personalized attention to their unique needs with digital learning platforms and services.
For instance, Risely creates personalized learning journeys for people managers since their contexts and challenges cannot be lumped up into a single program. And since managers are often busy and booked people with overflowing calendars, Risely uses microlearning and nudging to meet them where they are – in the middle of a lot happening!
#3 Ease of Use in Digital Learning
No one likes clunky tech, but ask people what they hate the most about the learning systems (mostly an LMS) that their workplaces force down their throats, and you will hear about this age-old woe. Conventionally, digital learning comes in the form of online pre-recorded lectures, a quizzing module if you are lucky, and some platforms that seem to work best on mobile when you are on the desktop version and vice-versa. It’s 2024, and it’s high time this thing was left behind. Josh Bersin pointed to this move away from LMSs even back in 2017.
If LMS is out, what’s in?
We are moving to the era of digital learning that meets the learners where they are. It means fitting into their schedules and day-to-day routines. One way of doing this is microlearning, just like we practice at Risely with daily nudges and activities pictured above. But there’s more to it; another way to meet the learner where they literally are, which we have adopted lately, is integrations within digital workplaces like Slack and Teams. It helps reduce the friction in accessing learning content and thus makes your digital learning strategy much more visible in everyone’s eyes.
Similarly, we spoke of accessibility as one of the restricting factors in the success of digital learning strategies. But what if you could learn anywhere, anytime, and in the way you want? AI is making such adaptations possible, and organizations are loving them. In the 2024 LinkedIn Learning Report, we saw that coaching is used as a booster shot for career progression by many organizations, with about 47% actively using it. AI is set to double down on the impact.
We have worked on a few of these ideas and added them to Merlin, our AI coach for leadership development. On top of customized coaching to meet the unique needs of people managers, Merlin now offers:
An interactive voice mode along with chat mode for coaching
Support in 40+ languages across both the modes
Custom integrations to include company values in coaching sessions
And this is just the beginning! Voice mode is quite helpful in expressing unclear and abstract ideas in a coaching conversation, which often involves thoughts that are harder to put into words precisely. It’s hassle-free for everyone who wants to add a minute-long note to their coach before heading into yet another meeting.
Similarly, multiple languages are needed to make coaching easier and accessible for everyone. The coaching industry may be big, but it’s highly concentrated in a few regions and biased toward English speakers, thus leaving others at an automatic disadvantage. Adding company-specific culture and value-related notes also ensures that there’s a touch of you and your vision in every conversation that goes on. Plus, it saves your team members from digging into long PDFs featuring lists of do’s and don’ts. There’s more to come with greater tech innovation in the L&D space.
# 4 Giving Digital Learning the Space to Grow with You
Who doesn’t love a product packed with features and constant updates, right? But do you really need something to convert every document into a quiz with multiple-choice options? Probably not. Your digital learning strategy should always be rooted in the reality of your needs for success. Plus, we both know how learning budgets work. Let’s be frugal over prodigal.
Thus, a good learning strategy will include prioritization. Let me expand on prioritizing essential features for digital learning with a practical example of a company that wants to train 500 employees on safety protocols. We will implement this digital learning strategy in two phases.
Phase 1: Core Needs Assessment Essential Features
Basic reporting
Basic content delivery system
Simple assessment tools
Progress tracking
Mobile accessibility
Here the focus lays on getting the system up and running. This means creating the basic video lectures, thinking of the main elements of technical infra you need like playback options, some ways to assess to learning like quizzes and completion certificates to get started.
Phase 2: Nice-to-Have Features
Advanced analytics
Gamification
Social learning tools
AI-powered recommendations
Custom branding
Later, as you move forward, you can consider adding more elements, like AI-enabled personalization to match what the learner needs more precisely, offering options to share and collaborate on assignments, and so on.
Similar to how we think of an organizational learning maturity model, we need a digital learning maturity model in place which can help us progress step-wise rather than brute force a 0-1 change.
For instance, the initial phase starts with ad-hoc adoption of digital learning. It can mean an online course here and there, using tracking systems online, and sharing information over PDFs rather than traditional booklets. But all of this is without an LMS or any such platform at the center. In the second phase, as people gain trust in these methods, they become standard for some areas of the organization. You get digital learning advocates within your organization; some features are mentioned in L&D strategy documents.
Phase 3 of digital learning maturity makes things real, wherein there is increased adoption, ideally through a central platform. More interactive options are available, and data tracked digitally informs decisions about learning and development initiatives. Ultimately, toward the last phase, your organization develops into an avid user of a digital learning strategy with a focus on getting the best and latest on board. It could mean anything from AI-led personalized efforts to heavy use of analytics or even creating digital learning that is used outside the scope of your organization and puts you out as the leader in the arena.
In the initial phase, your team might not be ready to adopt the solutions you suggest, no matter how easy they can make lives. You will meet resistance and people favoring the status quo over anything and everything. The key is to be realistic with digital learning strategies regarding what you want to do, what you can do, and how you can do it best.
I discussed a few more ideas on the future of learning strategies in a recently recorded podcast with Inna Horvath, check it out here:
Wrapping Up
In conclusion, a good digital learning strategy depends on having clear goals, focusing on the learner, and mixing technology with teaching methods. It is important to understand how digital learning is changing. This helps us deal with challenges and find new chances. By setting clear and measurable goals, meeting learner needs, and wisely using technology, you can improve your learning programs. Having a complete view that connects learning results with business goals makes a strong and effective digital learning strategy. Remember, the key is to adapt to the changing needs of modern workplaces while putting learners first.
Get Started with the Free L&D Strategy Framework!
Grab free L&D resources and more for holistic growth of people managers. Only on Risely.
Horse Leadership Training: A New Approach to Leadership Development Leadership development and training is suffering heavy stress under today’s business…
Learning and development are critical to professional success. It is not just yours but that of your team when your job role includes the word L&D. However, the big question is, what should someone learn? Is that course on AI enough for the whole company? Or does the matter merit more consideration? I’d say it surely does. Learning needs are not exactly easy to spot. At times, they are hidden behind layers of team hierarchy, sloppy task completion, and performance reviews that always indicate a moderate level of achievement.
In this blog post, we will track down learning needs—what they are, what they look like, and, most importantly, how can we spot them from a mile away with solid analytical processes.
Any organization has a key set of objectives that it wants to accomplish. To ensure that the motion goes forward, every employee needs a certain set of skills, knowledge, and capabilities. Yet, some teams or team members might sometimes fall short of the requirements. These gaps that L&D needs to bridge are termed learning needs.
Learning needs at work refer to the skills, knowledge, and competencies that your people need to effectively contribute to organizational objectives.
Your team’s learning needs can be in many areas including the hard and soft skills they possess, leadership and management capabilities, industry knowledge, cultural competence, and compliance issues to name a few.
We can also look at learning needs in a three tiered structure based on what scope they have.
Organizational learning needs: These concern the entire organization and often arise from bigger reasons like technological advancements calling for shift in how people work or new compliance training needs coming from legal changes.
Operational learning needs: These are broadly concerned with the day to day activities of your particular team members and the knowledge, skills, and capabilities needed to accomplish them properly.
Individual learning needs: At the last level, the learning needs are about the individual employee who might be facing performance issues or undergoing job transitions.
Learning needs show up at different points of time. For instance, let’s assume we have a team member named Lily taking up a leadership role after working as an individual contributor for about four years. Lily is an excellent person and professional, and her tech skills have no match.
But there’s some problem: Lily often likes to stay away from trouble. Why is that? Upon some probing, you learn that Lily avoids confrontation and would rather not be assertive. It can lead to problems when Lily becomes a manager, has to handle team conflicts, and even address mismanagement. This is not a unique issue at all, most managers remain unsupported at work with corporate learning strategies overlooking their needs even when they are out in plain sight.
Here, learning needs arise from professional changes. But that’s not all; there are more reasons behind learning needs arising.
Why do learning needs arise at work?
Learning needs are essentially caused by a shift:
Changing organizational objectives: Performance objectives and the learning and development plans needed to support them are defined by what the organization aims to achieve. Thus, new learning needs arise when an organization undergoes a major strategic pivot. For instance, if an insurance provider decides to offer all of their services online, their employees need to enhance digital literacy.
Changing organizational context: A company’s objectives are not moved in isolation. More often than not, they result from some external movement, such as shifting customer expectations, competitive pressure, or changes in their external environment (which includes political, social, legal, economic, and technological movements.)
Evolving technology and industry: This must be the most evident because AI now seems omnipresent. Several organizations are trying to use AI to cut down on expenses and support operations. The HR tech giant Lattice even set up digital employees with similar calendars to humans. But what do all these changes mean for people? We have all learned to interact with AI with safety and privacy considerations. Those in roles like content writing and software engineering have integrated AI into their processes. L&D teams are also catching up to speed with AI training for workers.
Changing job roles: Learning needs also arise when one changes jobs. This can include learning a new industrial context while performing similar hard tasks at a new company, taking up a leadership role within the same team, or switching departments internally. In these scenarios, employees need to learn more to effectively perform their roles.
Performance gaps: The discrepancy between current skills and expected skills leads to performance gaps, which are also the biggest and most common informants of learning gaps at work.
Why do learning needs at work matter?
If learning needs remain hidden in the workplace, it can lead to a host of negative consequences. Employees may continue to underperform, leading to decreased productivity and satisfaction. Unaddressed learning needs can also result in missed opportunities for growth and innovation within the organization.
Moreover, if these needs are not identified and addressed promptly, it leads to higher turnover rates as employees feel stagnant or undervalued. Ultimately, the organization may struggle to adapt to changing market demands and maintain a competitive edge.
Finding hidden learning needs is important for promoting individual learning and reaching learning outcomes. We can create better development plans by looking deeper than just surface-level observations. This allows us to meet the specific needs of each employee, which leads to effective and meaningful learning experiences. Let’s understand each of these in detail.
What is a learning needs analysis?
A learning needs analysis is a systematic process used to identify the gap between the current knowledge, skills, and abilities of employees and what is required for them to perform effectively in their roles. It involves assessing individual and organizational learning requirements through methods such as surveys, interviews, observations, and data analysis.
Where will a learning needs analysis help you?
A learning needs analysis will help you figure out:
What skills, competencies and knowledge areas does your team need to work on?
Who needs to work on what aspect and till what extent?
What learning gaps are causing performance issues on the team?
What are the vital learning needs for your organizational objectives?
Training needs vs. Learning needs: Which way to go?
They sound similar. They are somewhat similar, but they are not exactly the same. Learning needs offer a broader scope of activity and allow you to think of long term L&D and organizational objectives and tie in with the employee’s personal growth objectives too. Training needs analysis is concerned with answering what training should be offered to who and for how long.
Primarily, we can sum it up as:
Training Needs
Learning Needs
Training needs focus on the specific skills or knowledge employees must acquire to perform their job effectively. It is more task-oriented and relates to immediate job requirements.
Learning needs encompass a broader scope, including personal growth, long-term development, and overall career progression. They go beyond job-specific skills to encompass continuous learning and future readiness in a rapidly evolving work environment.
To be honest, neither approach is entirely right or wrong. Depending on your context, you need to pick and choose the right one for you.
Symptoms that your team has hidden learning needs
Before we start searching for learning needs, there are a few basic symptoms that can give us a head-start. Consider that your team needs help, if:
Decreased motivation or enthusiasm for work tasks.
Difficulty adapting to changes in processes or technology.
Low confidence in tackling new challenges or projects.
Poor communication or collaboration skills within teams.
Increased errors or lack of efficiency in daily tasks.
Methods of spotting learning needs at work
There are several effective methods that you can use to identify learning needs at work, such as:
#1 Skill gap analysis
A major part of discovering hidden learning needs is doing a thorough skills gap analysis. This means figuring out the difference between the skills needed for a job and the skills the employee currently has. By identifying these gaps, you can create focused training programs that aim at certain areas for improvement. You can use templates and guides for these processes, like Risely’s free skills gap analysis template for individuals and Risely’s free skills matrix template for teams.
Ignoring the real issue is like putting a bandage on a serious cut. It may give short-term relief, but it doesn’t fix the problem. Likewise, just adding training to a skills gap without knowing why it’s there will not give lasting results. On top of gap analysis, using techniques like a root cause analysis to understand not just the what and why of the problem but also the how aspect of it will help you in turning insights into action.
#2 Observation and overviews
Another helpful method is to watch employees in their daily tasks. This can show hidden signs of skills gaps. For example, you can check how good they are at using new software, how they communicate in teams, or how they solve problems when they face challenges. The best part is that you can outsource this job to their managers. The direct managers often have insights and ideas on how their employees can perform the best. This goes in tandem with using performance reviews as a source of information.
#3 Employee inputs
Surveys are a good way to collect a lot of numerical data. When you make surveys for a needs analysis, try to use different types of questions. Include multiple-choice questions, rating scales, and open-ended questions. This will help you get plenty of feedback.
A good method to add a qualitative angle to the above information is to hold focus groups with employees, especially those who are directly affected by the issue. These talks can show what challenges employees face every day. They help find out if there are deeper problems that stop workers from doing their best. For instance, if the onboarding process is wrong or if employees don’t have the tools they need, this could cause a performance gap.
Interviews, on the other hand, let you gather detailed information. They help you understand what individuals think and feel. One-on-one interviews give employees a chance to share their career goals, learning styles, and where they think they need help, but it could mean a lot of workload for you!
Integrating learning needs with L&D strategy
Gathering data is just part of the challenge. To really make the most of this exercise, you should organize your findings into useful insights. This means not just listing the gaps, but also grouping them into clear categories. Not all learning needs are equally important for business success. It is vital to match learning efforts with business goals. Showing this clear link between L&D programs and real business results will help you get support from senior leaders. This also makes it a strong argument for more investment in your L&D programs.
This matching means understanding what is important for the organization and how each team helps meet those goals. For example, if a company wants to improve customer satisfaction, skills like communication, product knowledge, and customer service should be the focus. Plus, when employees see how their personal learning paths relate to the company’s goals, they are likelier to be engaged. When they are committed to their growth, this leads to a more invested and motivated workforce.
Identifying and addressing hidden learning needs at work is important for helping employees grow and for the growth of the organization. You can find skills gaps that are not easy to see using effective methods like surveys, interviews, and data analysis. It is important to focus on these learning needs based on their impact and connect them to business goals. This way, employee training can be more targeted. Combining learning needs with the overall learning and development (L&D) plan and including clear success metrics helps you effectively demonstrate impact.
Deeksha, with a solid educational background in human resources, bridges the gap between your goals and you with valuable insights and strategies within leadership development. Her unique perspectives, powered by voracious reading, lead to thoughtful pieces that tie conventional know-how and innovative approaches together to enable success for management professionals.
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Think Of These 4 Trends In Your Corporate Learning Strategy
Think of corporate learning, and the picture in your mind brings the worst of two worlds together:
It’s too rigid, like workplace structures.
It’s too boring, like some classroom lectures.
It’s often outdated, like educational curricula.
But the story does not need to turn out the same way every time. In fact, it happens because of some long-standing beliefs and behaviors among the designers and providers of corporate learning experiences. As an L&D professional, making them effective is a key part of your success; that’s why you should tune into the corporate learning trends of 2025 to keep up with the new and let go of the old.
In this blog, we will explore four key corporate learning trends to shape 2025.
This blog will highlight four main trends that are changing corporate learning. It will also show how you can use these trends to meet your company’s strategic objectives and reach your business goals.
#1 AI is more than a buzzword!
Artificial intelligence (AI) is changing how companies teach their employees. It provides new and creative ways to make learning more personal. This is improving the learning experience for workers. As AI technology becomes better, we will likely see more advanced uses in corporate training programs.
In a recent conversation with Inna Horvath, a learning strategist, we understood that the scope of corporate learning strategy is frequently misunderstood. Many L&D teams assume AI is about creating content at speed and scale, but that’s where the trouble comes in. AI struggles with originality and authenticity.
The effective ways to integrate AI into a corporate learning strategy are sometimes different and surprising, such as creating personalized learning experiences for your employees or scaling up initiatives that rely on human presence right now. Inna’s shared a way to best sum up the idea: “The goal is not to substitute humans but to make AI your thought partner.”
One of the biggest benefits of AI in corporate learning is how it delivers personalized learning experiences. Instead of using a one-size-fits-all style, AI can look at learner data. This includes skills, learning preferences, and career goals to make custom learning paths.
The changes have been coming since a while. For instance, Air Methods, a helicopter company that trains pilots in-house ditched conventional training for a more modern cloud-based platform that leverages AI to support learners as and when they need. The program is adaptive, it stays on a topic as long as the learner needs, until they are prepared to ace it. And this was back in 2016!
We keep a similar idea in mind while working on leadership development solutions at Risely. Given the number of variables that shape up a leader’s context (team size, reporting structure, years of experience, industry, learning preferences, time and financial constraints, openness, etc., to name a few), finding the right fit for a coach is a hard task. An AI coach like Merlin cuts down the struggle here by adapting to the leaders’ context and providing learning at their pace.
In the same vein, AI platforms can suggest online courses, learning resources, and development opportunities based on what each employee needs. LinkedIn Learning is putting this into action quite effectively. This tailored approach makes learning more interesting. It also helps employees gain the specific skills needed to succeed in their jobs and reach your strategic objectives.
#2 Corporate learning or employee development?
It looks like a semantic difference, but the impact is bigger. Learning at work is not just another check box you can tick if you are able to. It’s doing much more for organizations in 2024. Your corporate learning strategy:
shapes experiences of employees
contributes to employer brand
is a factor in turnover and talent attraction
offers you a competitive edge
That’s too much value to leave on the table with yet another cookie-cutter program. According to a survey, the post-COVID distributed workforce believes heavily in developing their skills outside the workplace. Their career paths matter greatly and even affect whether they say yes or no to your job offers.
And yet, only about one-fourth of the people surveyed by Gartner felt confident in their career progressing at their current organizations. The rest seek opportunities that promise better career growth and higher care toward their long-term development. In 2025, you cannot let your team feel unsure and insecure if you want them to remain 100% committed.
Thus, a corporate learning strategy for 2025 calls for integrating business plans with the learner’s plans. Your broad L&D strategy stems from business objectives, and it needs to join hands with your team members’ personal and professional goals. When this synergy is established, conversations about mutually contributing to a learner program and seeking participant buy-in become much easier. 9 out of 10 organizations are committed to this idea, wherein they are using a corporate learning strategy as a part of their retention strategy.
#3 How’s the manager?
At least a few job tasks are set to be eliminated by AI; that’s true for managerial roles, which are assumed to be safe from technological advancements. AI in management is obviously not going to be a decision-maker. Still, it can be your team’s analyst or auditor with the capabilities it possesses today and will have shortly. Management jobs are also prone to layoffs quite heavily recently.
The second point is that the new workers from the Gen Z are not keen on becoming managers. Wasn’t it the marker of success two decades ago? It surely was when my professional journey started. This disillusionment stems from the fact that people managers appear to be one of the most over-blamed and least supported parts of an organization. Did you get a layoff to announce? Call the manager. Two people argued? Call the manager. Everyone asks where the manager is, but no one asks how the manager is.
It’s high time we think of that question more while planning a corporate learning strategy. This is particularly true for the people managers down in the trenches, sitting away from attention and watching yet another assigned webinar without any real-time support to overcome the emotional burden and stress that their role creates.
A holistic learning approach looks at more than just technical skills. It includes emotional intelligence, social learning, and well-being. Companies are starting to see how important it is to create a learning culture. This culture helps workers grow and develop. When you focus on the whole person, they can build a more involved, strong, and flexible team. This method matches the idea of putting employee well-being first because it is key to success in an organization.
Plus, training people to manage and lead others better brings twin benefits:
They can effectively manage teams and build further value for your organization. They are already attuned to your company’s norms and practices. They understand what good performance looks like and how it is created after experience as an IC (individual contributor). They can put themselves in the position of their team members. So you get good managers for your organization from a new generation of people known for being digital natives and curious, open minds.
The second is great internal mobility and career progression. When such a system is in place, your employees know they have opportunities to grow, so they focus on achieving them rather than investing time searching for better avenues. Very few organizations are leveraging this effectively (the number stood at 15% as per a LinkedIn Learning Report), so you can stand out quite easily as a great place to work with a corporate learning strategy that offers holistic avenues for professional growth.
#4 Make yourself heard.
Cut down on training. That’s not the whole idea. Cut down on training that is proving ineffective. There’s little point in keeping up with annual training retreats, or three-day workshops, or webinars with that specific expert if you cannot see ROI. As per a CIPD survey, proving ROI and working with limited resources are among the top challenges in effective L&D at work.
Training budgets are tightening up. The pandemic brought bad news in terms of steep budget cuts. A lot of learning programs regressed to online, in-house, one-size-fits-all models that advertised themselves with high distribution. Impact matters more than ever, so keep one phrase in mind for your corporate learning strategy of 2025: optimization.
The key to getting this right lies in aligning with the business strategy (which LinkedIn also puts at #1 among L&D priorities) and focusing on bridging gaps (which CIPD highlights among the top priorities of the L&D function.) Tying up learning opportunities to performance management then becomes the first step. It calls for effectively identifying current skill gaps in the workforce, and predicting the future ones that are yet to arise.
Don’t measure the success of your corporate learning strategy the old school way. Think of a holistic picture when it comes of ROI of training.
Quantitative ROI
LinkedIn’s survey has clearly outlined that the voice of L&D is growing. The C-suite wants to hear it out. Show them what corporate learning can really do, and make your impact felt at the right level. That means:
investing in the measurement of outcomes, repetitively
collecting data along the right metrics, don’t fall into the trap of vanity metrics like completion rates
creating advocacy for learning from the participants themselves
developing your analytical and human skills to present these cases strongly
considering the value of risks you prevented (turnover, man-hours saved, etc.)
Qualitative ROI
Beyond that, the corporate learning strategy should also cater to the employee’s context. You need to ask questions like this before establishing an overarching corporate learning strategy:
Do they have the two hours to invest in a workshop? Or would giving them microlearning modules for a month be better?
Is the area being taught more compatible with PowerPoint presentations or one-on-one coaching?
How am I going to assess the impact of this? (Only about 5% of learning initiatives reach the measurement stage)
How does this particular training impact our business objectives?
A positive ROI here looks like employee advocacy for learning initiatives, higher engagement rates, training satisfaction scores, and cultural changes.
Corporate learning strategies in 2025 are living documents that evolve with your organization. Make them alive and attuned to the present.
Wrapping Up
In conclusion, accepting the changing trends in corporate learning is key to keeping up in today’s quick world. We see more AI-focused personalized learning and ways that include emotional health. The scene is changing fast. Using short learning sessions, mobile tools, data tracking, and game-like elements can make learning more lively and effective. By adjusting to these trends, businesses can build a culture of continuous learning that supports growth and new ideas. Stay updated, stay flexible, and see your corporate learning strategy succeed in this digital age.
Leadership development is critical in your corporate learning strategy.
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In this blog, we’ll explore what makes digital learning experience different from the old-school methods, why it’s so critical for organizations, and how you, as an L&D professional, can use it to build a culture where learning is constant and impactful.
Harnessing the Digital Learning Experience: Strategies for Growth
Today, technology is more or less involved in almost every single aspect of work life; L&D isn’t an exception. Traditional methods—like sitting in classrooms or navigating outdated e-learning modules—just don’t cut it anymore. Employees now expect learning to be as flexible, engaging, and personalized as the fast-paced environments they work in every day. That’s where the digital learning experience comes in, offering a fresh, transformative way to approach employee development. For L&D leaders, embracing a digital-first mindset isn’t just a choice anymore—it’s a must to keep up and stay ahead.
In this blog, we’ll explore what makes digital learning different from the old-school methods, why is it so critical for organizations, and how you, as an L&D professional, can use it to build a culture where learning is constant and impactful.
The idea behind the digital learning experience is flexibility and personalization, giving your employees the tools to learn through online courses, webinars, simulations, and mobile apps—whenever and wherever it suits them. In a fast-moving work environment, that approach helps make sure learning fits seamlessly into daily routines.
But let’s get real: traditional approaches to learning have not kept pace. For most organizations, only the top 10% of managers get access to one-on-one coaching; the majority of your workforce doesn’t get tailored support. For those who do get access, these sessions may feel time-consuming and uncomfortable.
This is where digital learning fills the gap. Digital tools, like Risely’s Merlin, offer personalized coaching to every manager at any moment in time when they need it. There’s no pressure or fear of judgment and gossip-just private, flexible support available around the clock. Tools like these meet managers where they are, letting them grow and develop at their own pace, on their own terms.
This shift to digital learning for the HR and L&D professional means a more inclusive and scalable environment. You are no longer restricted to helping just a handful of top executives, but instead, you can now help every manager in your organization through personalized effective coaching that fits their schedule and needs.
How Are Digital Learning and Traditional Learning Different?
Digital learning and traditional classroom learning are very different. They have unique ways of delivering lessons and provide different learning experiences. The traditional classroom needs face-to-face teaching. In contrast, online learning uses digital tools and platforms to share educational content. This difference greatly affects learning outcomes.
A major advantage of digital learning is flexibility. You can access study materials anytime and anywhere as long as you have the internet. This helps many people fit learning into their busy lives. Traditional classrooms, however, need you to be present in a specific place at certain times.
Digital learning also personalizes your learning experience. You can move at your own speed and work on what you need assistance with. Using videos, interactive activities, and learning tools keeps you engaged and helps people learn in ways that suit them best. On the other hand, traditional classrooms usually offer the same lesson to everyone.
Key Components of a Comprehensive Digital Learning Strategy
A successful digital learning strategy requires thoughtful planning and attention to detail. It begins with a clear understanding of your organization’s goals and how digital learning aligns with them. It’s all about creating a learning experience that not only fits but also drives those goals forward.
Instructional designers play a crucial role in bringing these digital experiences to life. They combine the art of teaching with the science of learning to create effective educational experiences. They craft engaging and impactful content that helps learners truly absorb and retain what they learn. By following best practices, such as using multimedia, designing interactive exercises, and offering personalized feedback, you can ensure your digital learning strategy not only works but resonates with your team on a deeper level, making learning both enjoyable and effective.
Listed below are a few key things to keep in mind when planning your digital learning experience:
Clearly Defined Learning Objectives: First, you need to figure out the specific skills or knowledge that learners need from the digital learning.
Engaging Content Development: Make sure to create high-quality content that fits your target audience and the learning goals.
User-Friendly Platforms and Technologies: Choose learning platforms and technologies that are easy to use, accessible, and help deliver engaging learning experiences.
How to Prepare for a Digital Learning Transformation?
Shifting to a digital learning experience starts with taking a close look at your current learning setup. It’s about identifying areas that could use improvement and fostering a culture that embraces new technology in learning.
Getting leaders, like yourself, involved is crucial to making this transition successful. When you champion digital learning, you create an environment where it’s not only accepted but encouraged. Emphasizing the benefits, providing appropriate tools, and encouraging an innovative culture can make this shift easier by ensuring that your team members are supported in adapting to this new way of learning.
Essential Tools and Resources for Digital Learning
The digital learning world is full of tools and resources that can truly elevate the learning experience. A Learning Management System (LMS), for example, gives you a central hub to share content and track learner progress. Another example is Learning Experience Platforms (LXP) that empowers employees to take charge, as they get to decide what they want to learn, when they want to learn, and how it will happen. Whereas, video conferencing tools bring live virtual classes right to learners’ screens, showing how essential technology is in modern learning.
Interactive whiteboards and screen-sharing features make it easy for learners to collaborate and stay engaged. With Virtual Reality (VR) and Augmented Reality (AR), you offer immersive simulations that bring practical skills to life. And of course, mobile learning apps give learners the flexibility to access materials anytime, anywhere, as long as they’re connected.
Choosing the right tools comes down to knowing your learning goals, understanding your audience, and considering your budget. It’s important to pick technologies that are user-friendly, scalable, and fit seamlessly with the systems you already have. This way, you create a learning experience that’s not only engaging but easy for everyone to navigate.
Identifying the Role of a Digital Learning Specialist
As an L&D professional, having a digital learning specialist on your team is essential for bridging the gap between traditional learning and modern digital solutions. These specialists work closely with you to ensure that there’s an appealing, technology-based learning experience that fits the goals of the organization and is really engaging for employees to effectively absorb new skills.
However, their responsibilities go beyond just the creation of the content. They collaborate with subject matter experts and instructional designers in customizing learning into various styles and needs. Further, they will guide your managers on how to use digital tools as part of their learning. With their guidance and ongoing support, your managers will feel empowered to deliver impactful learning experiences that drive real results for your team.
Why is digital experience key to Learner Engagement?
In our tech-savvy world, employees expect more from their learning experiences. Digital learning addresses this need, making learning not only effective but also engaging and fun. For example, imagine rolling out a new software tool. Instead of a dull lecture, you could use interactive modules with video guides, hands-on simulations, and quizzes. This approach lets employees dive in and practice without any pressure.
When designing digital learning, break content into bite-sized chunks with clear goals. Think of a leadership training program where each module focuses on different skills like communication or team management. Include interactive features like role-playing exercises and real-time feedback to keep things lively.
Collaborative activities, like virtual team projects and discussion forums, can foster a sense of community and shared learning. Add a touch of gamification with points or leaderboards to make progress feel rewarding.
By making digital learning interactive and personal, you ensure that employees stay engaged, retain information better, and apply new skills more effectively. This not only makes learning enjoyable but also drives better results for your organization.
Step-by-Step Guide to Designing Your Digital Learning Experience
Building a successful digital learning experience requires a thoughtful, clear approach that aligns with both your learning goals and the needs of your team members. By following a structured process, you can ensure your digital learning initiatives are well-planned, engaging, and effective in delivering the outcomes you’re aiming for.
Step 1: Assessing Your Current Learning Environment
Below are some questions that will help you gauge your learning environment:
What learning programs are currently in place? Are they effective, engaging, and easy to access? What parts of your current setup can be enhanced with digital tools?
How are learners engaging with the content? Are employees actively participating, or is engagement low? What feedback have learners provided about their experience?
What learning outcomes do I want to achieve? Do the current programs align with your organizational goals? How can digital learning better support these objectives?
How is knowledge being measured? Are assessments accurately gauging how much employees have learned? Are there ways to improve this through digital methods like quizzes, simulations, or feedback loops?
What challenges or gaps are present in the current system? Are there specific areas where learners struggle or lose interest? Where can digital learning fill these gaps and make the learning journey smoother?
How easily can learners access content? Is content available when and where employees need it? Can digital learning tools like mobile apps or on-demand videos help improve accessibility?
By answering these questions, you’ll gain a clearer picture of where digital learning can make the most impact.
Step 2: Defining Your Digital Learning Objectives
Clear learning objectives act as a guide in shaping an effective digital learning experience. Objectives should be SMART: specific, measurable, achievable, relevant, and time-bound. For example, instead of a vague goal like “employees should understand leadership,” a better objective would be, “By the end of this course, employees will apply three leadership strategies in team meetings to improve collaboration, as measured by post-training assessments and peer feedback.” This clear focus helps align learning activities with measurable outcomes.
As you develop these objectives, keep in mind what level of information should be retained by your team and how you will track their progress. Will they need to apply what they’ve learned in real-world scenarios, or is a foundational understanding sufficient? By focusing your objectives on concrete, relevant and specific purposes, you avoid overwhelming employees and maintain learning centered around the key areas.
Of course, it is equally important not to overestimate one’s ambitions when it comes to digital learning objectives. Break down unwieldy topics into smaller, more digestible modules. Check progress regularly through quizzes or peer feedback so as not to make learners feel hurried. In this way, the objectives being practical and focused allow for more reasonable and effective digital learning that truly delivers the results one wants.
Step 3: Selecting the Right Technologies and Platforms
Selecting the right technologies and platforms is key to a successful digital learning program. Learning Management Systems (LMS) like Moodle to offer flexibility in managing and delivering content, while video conferencing tools such as Zoom or Microsoft Teams are crucial for live interactions, attending masterclasses on particular skills and virtual collaboration. These tools can enhance your digital learning environment by supporting a range of content delivery and engagement methods.
When choosing these technologies, consider the needs of your team, the type of content you want to share, and the budget. Ask yourself the following questions: What features are essential for your learning objectives? How user-friendly are these tools for both learners and administrators? With this in mind, choose those platforms that best fit your needs and provide the resources you will need, making the learning process more valuable.
Step 4: Creating Engaging and Interactive Content
Creating engaging and interactive content is key to making digital learning effective and enjoyable for your team. Videos, charts, interactive quizzes, and games can be mixed together to ensure the interest of the team is not lost in the process and help them remember what they’ve learned. Break complex topics down into smaller, more digestible pieces, using real-life examples and stories that make the content more relatable and memorable.
As convenient as it is, digital learning can be a little isolating at times, which may reduce peer-to-peer interaction. To this end, add collaborative features in the form of group projects and discussion forums to enable them to work and communicate with each other in a joint effort. This will create some sense of community among your team members.
Don’t forget accessibility: make sure your digital learning tools work across different devices and offer options for diverse needs, such as subtitles or alternative text. This will make sure that all your team members can have access to and benefit from the digital learning experience.
Step 5: Implementing and Evaluating the Digital Learning Experience
Implementing a digital learning experience requires careful planning and clear communication. Start by explaining the benefits to your team—how digital learning offers flexibility, engagement, and personalized experiences. Then, provide hands-on training and support on how to use new tools and platforms.
To gain stakeholder approval and secure the budget, focus on the merits of digital learning, such as improved skills, higher engagement, and better business outcomes. Use data and case studies to demonstrate the return on investment and alignment with organizational goals.
Be patient with those who are not too familiar with technology. Give them small training sessions, explaining how the introduction of digital learning will ease their tasks and speed up the work. Be open to addressing whatever concerns they might have and giving support until they are comfortable with the switch.
Regularly assess your digital learning program for success through assessments, surveys and data analysis. Look for increased engagement, better application of skills, and positive feedback. If you find resistance, listen for specific concerns, clearly articulate the benefits, and offer additional support to make the change easier.
Given below is an example of a table summarizing key evaluation metrics:
Conclusion
In conclusion, using digital learning is very important for growing education. By using the right tools, resources, and methods, you can make learners more engaged and create a fun learning space. It is important to know the differences between traditional and digital learning to plan a good digital learning experience. Following a clear plan to assess needs, set goals, choose technologies, create content, and check the learning process will help you make a good digital learning change. Remember, the digital learning experience is essential for boosting learner engagement and reaching good educational results.
Avantika holds an undergrad degree in Political Science and Psychology, bringing a unique blend of analytical and psychological insight to her writing. With extensive experience in content creation and research, she crafts engaging and well-informed content that resonates with readers and drives meaningful conversations.
Avantika Anand
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