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Deliver Modern Learning that “Flows” Beyond the Course

Why do organizations invest time, money, and effort into onboarding and training employees?

That’s not a rhetorical question. When we examine the strategy behind the huge investment made each year in corporate learning, one simple reason arises:

Companies want employees to deliver the strongest workplace performances possible.

And the best performances spring from high-impact learning moments. These moments occur most often in modern learning environments that not only support but also capitalize on how employees learn.

Modern learning extends beyond the course

The Brandon Hall Group identified three high-impact learning practices, the first of which focuses on delivering what learners need. The second practice requires organizations to think beyond the course. At the core of this practice is providing learning in the flow of work.

Here are four ways to achieve that goal:

1. Enable learners with opportunities to practice and apply knowledge.

For companies that benefit from high-impact learning approaches, 82% recognize how invaluable it can be to couple learning and doing together. In short: Learn something, do it. The trick is to provide on-the-job knowledge and self-paced training that’s accessible anytime, anywhere, and on any device, so that continuous learning becomes an on-demand activity, not a one-off requirement.

2. Establish methods to gather learner feedback.

For 75% of companies, this technique is high-impact, which is hardly a surprise. Employees want to be heard, and leaders want data that illustrates training effectiveness and results. A feedback approach accomplishes both. Content teams receive feedback on training materials from collected data and/or from employees directly, which enables faster improvements to learn content and procedures.

3. Deliver a method to reinforce learning concepts.

71% of companies point to the reinforcement of learning concepts as a high-impact practice. What’s needed is the “method.” Popular today are mobile devices and digital content. By providing employees with an always-on tool that enables learning on their own initiative, you empower continuous learning moments.

4. Provide contextualization based on learner requirements.

Every learning scenario differs, which is why 68% of companies point to contextualization based on learner requirements. By allowing training to take place where it’s relevant, learning is made simple through context and self-pacing. Digital training also enables employees to track their own progress, which gives them small wins on a regular basis and improves engagement.

Turn every workplace into a modern learning environment

Strong performances come from delivering a modern learning environment and providing the space—both mentally and physically—for employees to learn at their own pace. The best way to do that today is through learning in the flow of work and digital enablement.

If lower turnover rates and faster time to productivity are on your 2020 resolution list, then isn’t it time to adopt high-impact learning practices?

Learn more by checking out our first blog on high-impact learning practices, reading our Bringing Learning to Work eBook, or watching the on-demand Inkling and Brandon Hall webinar.

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