Technology opens up new avenues to learning.
How do you learn things? In what contexts do you internalize and retain new knowledge?
It’s natural that knowledge transfer happens in various ways. There’s simply no time or money to personally contribute to knowledge transfer on a daily or weekly basis. The need for feedback and efficient training has grown exponentially, and there simply aren’t enough resources for traditional classroom training. Here’s where technology can contribute.
Technology is the key
By applying digital learning platforms correctly, coworkers and organizations stand to gain both in terms of competency and cost savings. Leveraging these resources enables the results your organization needs.
Digital learning is not a one-time occurrence
You won’t see much results if your digital training is a single event. Make sure that your organization has a plan for long-term learning, consisting of different parts with a clear purpose. This generates more value to the organization and includes your coworkers in a larger context. A well-planned continuous learning strategy means better results for the individual as well as for the greater organization. A win-win for all.
Digital knowledge transfer is more than technology
A digital platform alone won’t solve the problems in your organization. Platforms are only part of the equation. Combining people, digital tools, learning and culture all contribute to sustainable results and a successful transfer of value. You need good integration and cooperation to achieve this goal.
Follow-up is crucial to real-world success
The follow-up is often forgotten. Considering the sizable investment of a training program, it’s important to also have a plan from the start that details what the expected results of the training are, and how to measure those goals. How can you make sure that the training is relevant to the work? Are there metrics to follow up the real-world impact? Make time to not only plan the training content, but also tracking its progress.
Not seeing the forest for the trees.
Every organization has a culture, which needs to be integrated into the digital learning journey. It’s important to realize that each individual has different needs and that everyone learns slightly differently. Make time to really understand your participants’ various needs and learning pathways. Serving the same content in the same way to everyone may be counterproductive.
Involve and create engagement
A key advice for success is to involve your coworkers in producing digital learning solutions. Aim to create interest outside of the boardroom, HR or your L&D department. Your organization will grow by lifting employees who are motivated to participate and add value. Learning engages and affects a lot of people.
Discuss your learning challenges with us and consult our Edtech Advisors.
My colleagues and I can make sure that your learning investment is effective and returns value. I’ll be happy to share my experiences and customer cases on how you can make learning more efficient.
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Ewa Hutmacher, CEO, Snabbfoting
We are curious, agile and well-positioned to advise, design and implement digital learning solutions on leading SaaS and on-premises platforms across all industries in the Nordics. In recent years, we’ve compiled a shortlist of modern Saas and on-premise platforms and tools, and we work with industry-leading partners.