Digital conversion strategies and e-learning

Moment of opportunity for e-learning now!

Digital transformation has dramatically changed the business landscape over the past decade. And since the epidemic, the pace of digitizing businesses is growing rapidly. Arguably, we are navigating through a new “art” revolution – in which, in order to improve today’s ever-evolving industries, modern organizations need to change the way they design, distribute and evaluate their learning.

Technology is now ubiquitous. Whether it’s a new cloud-based app based on how we work or the latest mobile phone court in our hands, there’s no point in building a business around today’s modern technology if we don’t develop the skills needed to take advantage of it at the same time. Exciting new world.

The type of work in the twenty-first century is changing forever. Jobs for life, and the paths of traditional linear careers are gradually disappearing, which means that careers are not as orderly as before. Today career breaks, career pivots, and second and third career beginnings are becoming as common as industry changes. Increasingly, and especially among the younger working generation, careers are being seen more and more as personal development experiences, each experience providing opportunities to acquire new skills and new perspectives.

How can e-learning help drive a digital transformation?

How exactly can e-learning help drive a successful digital transformation process? Most fundamentally, using e-learning instead of classroom-based learning as part of disseminating the information you need to share as part of your digital transformation process will ensure that your digital conversion programs move forward as smoothly as possible. But the challenge for senior executives, HR, and the Learning and Development (L&D) team is to do more with e-learning and digital transformation initiatives to make the most of the modern e-learning tools they have. Today, companies are fighting to retain and acquire the best talent. Indeed, in light of current employment challenges, L&D teams have the opportunity to innovate learning across their organizations and have a huge positive impact on the digital transformation of all businesses. [1].

The many positive effects of eLearning on digital transformation

Many organizations’ transformation strategies include changes in the way they assist their employees in their day-to-day education and throughout their careers within the organization. Most are using new Learning Management System (LMS) technology and adopting new ways of thinking about learning.

Furthermore, media-enriched learning libraries promote today’s self-directed learning, discouraging organizations from simply accepting an LMS for their learning needs. Employees want easily searchable content and they want to use it quickly and in a format they choose, regardless of location or device. This kind of user experience we have all become accustomed to on our smartphones outside the workplace and this is the experience we expect in the workplace as well.

If the way we access our personal learning needs has changed over the past few years, put pressure on the HR and L&D team to understand how education has been completely transformed within our organization. Learning is no longer just about closing a person’s skill gap or solving performance problems. It’s much more about being a strategist for the business.

How e-learning can help in digital transformation

It is my view that L&D is now more likely to have an impact on our companies than ever before. Arguably, this could be the more important thing to get right as an organization. Digital transformation is about enabling products and services, customer touch points and data-driven decision making. Obviously, this change will take more than the L&D team within your organization. Nevertheless, education and development have a big role to play in the success of any digital transformation. Below are some simple ways e-learning can help:

  1. Many employees may be afraid of the changes that digital transformation will bring to them as individuals. Fear of potential redundancy, of not being able to meet future expectations because they lack the necessary digital capabilities and may result in a lack of engagement towards digital conversion or, worse, resistance. As mentioned earlier, a simple “win” is your digital conversion strategy, making sure you can use eLearning to address these fears by creating eLearning courses that explain the goals you hope to achieve and the impact it will have on your employees.
  2. When you transform your organization digitally, you will undoubtedly need people with different skills, including new digital skills. Today’s so-called “resignation generation” highlights the problem that most sectors are facing is the high demand for employees with the kind of digital and technological skills you may need. [1]. And while the business will undoubtedly need to hire new people, you can’t just fill the gaps in your entire skills with new hires. You also need to develop the necessary digital skills for existing staff. eLearning is ideal for training employees on many digital skills, boosting your employees’ confidence as well as providing additional benefits in breaking down internal barriers to digital conversion initiatives.
  3. This proactive approach to “upskilling” your employees means it will be easier to identify skills gaps and hire new employees while retaining your existing employees. Embracing e-learning early in any digital transformation program will provide the best opportunity to fully embed a learning mindset across the business, which will greatly increase the future engagement for other e-learning initiatives.
  4. Based on the above points, it is also important that you make e-learning courses attractive and interactive. Today’s e-learning courses can be much more interesting than traditional offline classroom training. Training courses that are boring or not engaging with students will be detrimental to the digital conversion program, and with today’s e-learning technology, there is little excuse not to make e-learning courses extremely attractive and interactive.
  5. It is also important to realize that training, like messaging, is not a “for all” solution. Indeed, customizing your e-learning message and training will make a significant contribution to the success of your digital conversion e-learning course. Today’s modern LMS tools make it easy to provide personalized training and avoid the “one-size-fits-all” mentality.
  6. It is important to remember that digital transformation is not a destination in itself. Technologies are constantly evolving and evolving, which means training will become a key component of digitally transformed businesses. Regularly engaging with your students will help embed a strong learning culture in the business and go a long way in ensuring that your business is constantly filling any skills gap.
  7. You will also want to use the learning analytics built into many of today’s best LMS tools. By analyzing this data for trends and patterns, companies can continually refine their programs to improve personal engagement, increase completion rates, and teach content more effectively. In addition, data from the LMS platform can be used to analyze the effectiveness of individual courses, to identify opportunities for improvement based on participation and other success metrics.
  8. One major trend we are seeing is the need to take collaborative or social education. Expanding the traditional LMS toolkit to include the Learning Experience Platform (LXP) is probably one of the most powerful ways that e-learning can contribute to the success of any digital transformation initiative. Ask most people and they will tell you that while formal education is essential, it is through interaction and engagement with others who have more or complementary skills than our own that the real magic happens. Integrated functionality that provides both formal and informal learning within the same platform helps ensure that you increase student engagement. This basic principle is driving a new generation of social learning tools that enable users of an organization to communicate and share resources to improve their understanding of learning content.

So, what happens next?

Digital transformation is happening, our personal and work lives are changing fundamentally. There is a real opportunity to create real value for L&D. Since the epidemic, e-learning budgets have been rising, and learning and development has been increasingly supported by C-level executives. This gives L&D leaders a real opportunity to lead many of the digital changes needed by today’s companies.

We now live in a vastly different workplace and today’s workforce is now looking to the L&D team to help them navigate through it. All around us, the way we work as employees is constantly changing. The most obvious of these changes is today’s “work from home” culture and the fact that employees are geographically dispersed and moving rapidly between roles and organizations. The learning and development team is stressed that they have a high level of distance staff, often from a distance, and ensures that they become staff as quickly as possible and seamlessly.

The simple truth is that as a function, L&D must be active in preparing the business for a prosperous future. Knowledge is changing. A recent report from Dell Technologies states that the rapid technological changes we are currently experiencing mean that 85% of existing jobs in 2030 have not yet been invented. As a result, employees increasingly expect that their employers will give them the opportunity to learn what they need to do to help them fulfill their role. They anticipate autonomy in how they can master their roles, depicting the agility expected from both their directors and senior executives. As already mentioned, talent development is important for attracting and retaining great employees and, consequently, improving business performance. Students and employers are leaning towards learning and development to address these challenges.

The solution cannot be found in the traditional education system created for the pre-digital economy. It’s time to look at the LMS tools available to L&D leaders to help deliver this transformative agenda. Those who don’t do so run the risk of appearing irrelevant to employees who will then start looking elsewhere for their training needs. Moreover, as a function, they may seem less valuable to business leaders who need a clear return on investment.

Conclusion

A modern LMS should meet the needs of staff and managers. For example, this means an LMS solution that supports self-directed students with content directly relevant to their professional and personal development, easily discovered and distributed on any device. For managers, this means an LMS solution that enables them to directly develop and curate content that supports their team and gives them data that gives them workable insights. In practice, this means:

  • Installing a Learning Experience Platform (LXP) alongside your LMS with instant access to a wide catalog of high-quality content
  • Easy to use courses and content creation tools to empower your business experts to develop fast learning content
  • Business objectives alignment tools, learning courses, and an individual’s performance management
  • A powerful analysis and reporting tool that can provide precise insights into skill gaps across organizations

Using these tools will enable your organization to move forward and address the current challenges they face. E-learning training should be a central consideration in any digital transformation initiative you plan to implement. This will help keep your team motivated and engaged and, with the right LMS solution, will ensure that the skill levels in your organization continue to improve.

References:

[1] Dealing with resignation generation: L&D and LMSs