Digital Transformation – Learning will never be the same again
Am I a Digital Learning geek? Waiting for the plane to take us to the runway, I’m all excited about tomorrow. Talking to a large Norwegian company about setting up their Digital Academy (yay!). So excited to talk about what I love most: discovering new questions and experiences from new people about their challenges in learning in the digital age, about digital topics. Rather geeky, isn’t it?! Well, I am loving it and hope to be inspiring to others along the way.
In my previous blog I wrote about the Digital Talent Gap, which exists in most organizations. That the gap hurts and that it hurts badly. That if this problem is not solved, digital people will leave the company, recruitment will become even more difficult, the company will lose its competitive edge and in the end suffer loss in profitability due to lack of innovation power. Why is it so difficult to bridge the gap and what are new ways to solve this problem? In this next blog of the series I will focus on the challenges organizations face in dealing with the digital talent gap and how to bridge these challenges.
Do you recognize the following statement? “In this digital age people are overwhelmed, distracted and impatient.” Research (see here) shows that people do not take a lot of time for learning during the day: on average 1% of time is spent on learning, i.e. about 24 minutes a week. And Learning & Development programs are not relevant or engaging enough to encourage people to attend the available e-learnings or courses. In fact, there is so much content available through the massive Learning Management Systems, that it is almost impossible to “see the wood for the trees” or make a distinction between “sense and nonsense”. So, people learn outside of their work environment. They learn at home or like me, on the side of the hockey pitch while waiting for their daughter’s training to finish. This goes not just for people with digital talent (54%), but for almost everybody (48%).
So, what is the problem, one might ask. Well, the problem is that this same research shows that if digital talent feels that development of their digital skills is not facilitated by the company, they are inclined to leave. The other problem lies with the other 50%: what do they do keep their skills up to date and contribute to the digital strategy of the company? The Digital Talent Gap will only increase if companies do not come up with a way to create engaging, inspiring and relevant learning programs to bridge the gap.
But HOW to bridge the gap? Capgemini University, responsible for creating and facilitating engaging learning programs for our almost 200.000 colleagues around the globe, has set up a Next Generation Learning Lab, experimenting with new modern designs of learning programs using 5 Digital Age Learning principles. At Capgemini Academy we recognize the value of these principles, and have adopted them to help external professionals and clients to create new learning solutions.
The 5 Digital Age Learning principles
- Connect learners across the ecosystem
Allow learner to connect to ecosystem of resources and conversations. Deploy a wide range of tools which enables learning with each other and create powerful connections
- One size fits one
Learners shape their own learning experience as much as they are shaped by it. Use analytics and user insight to drive decisions on how to personalize learning.
- Design for everyday workplace learning
Design for just in time, bite sized access to continuous learning to support the learners Do-Learn-Do mindset
- Curate content, create experience
Adopt a curation first approach to learning content. Create a richer learning experience for our ever demanding learners.
- Deliver with agility and speed for business and learners alike
Adopt new digital methods and tools for deploying learning to deliver high value for the business and greater employability for the learner.
Why ‘Dara’ contributes to inspire Digital Talent
Modern day learning solutions are often designed to support one or two of these principles. Examples: e-learnings are being shortened to offer bite-size learning, communities are created to connect learners, learning analytics are part of most platforms these days and most organizations recognize that the lifecycle of programs is very short in the digital age and have become more agile to innovate faster. Not many learning solutions can support all of these principles. In fact, you might not even want to achieve that, because personalized learning should allow for different people with different learning preference to choose different learning methods. However, digital talent does expect the organization to facilitate their learning, or they will leave and find the next challenge and greener pastures.
There are new Learning Solutions which can tailor for all of these digital age learning principles: combining innovative learning services in a Digital Learning Hub to “Inspire Digital Talent”. We call our solution: Dara. In my next blog I will write about what this hub is and how it is created and implemented.
Previous blog: 'The people perspective Point of View'
Next blog: comming soon....
Interested in the subject? Watch the Petra's webinar 'The Digital Talent Gap'.