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Our research indicates that business enterprises globally have the opportunity to meet the needs of the modern learner by responding strategically, and speedily to the diverse and complex range of trends impacting corporate learning.
These include key trends;
- Time scarcity; having less time to spend absorbing more knowledge and skills to complete more complex tasks faster.
- The war for attention; being distracted and often overwhelmed by a profusion of electronic and online devices available 24/7.
- Focus on the bottom line; securing ROI in uncertain and unstable times, questioning whether learning a short term cost or a longer term investment and lever for future competitiveness?
- Focusing the learning content and process mix; applying design thinking processes to empathize with modern learners to create contextualized experiences.
- Maximizing the use of technology and creating customized blended solutions; integrating broad range of technologies with other digital, interactive and on the job learning experiential methodologies.
In their recent industry report – “Ten Trends Shaping Corporate Learning”, Deloitte disclose that
- Learning and development spending has grown in double digits for four years in a row.
- Leadership development spending grew by 14% in 2014, the highest growth in a decade.
- Learning technology spending grew by 21% in 2014, representing a major“technology replacement cycle beginning.
- More than $6.4 billion of financing invested in education and training companies in 2015 (up from $3.5billion in 2011).
There is also a huge shift in content strategy, which is shifting resources away from instructor lead training towards online and on the job learning where in 2015;
- 32% of training was instructor led and is shrinking,
- 13% was virtual instructor led,
- 26% was online self study and is finally working,
- 15% on the job and 13% through collaboration which are also rapidly growing areas.
These trends and this data suggest that we are at a tipping point! Reinforcing the critical importance of a corporation becoming, what Peter Senge termed the Learning Organization; an organization skilled at creating, acquiring, and transferring knowledge, and at modifying its behavior to reflect new knowledge and insights.
Corporations have the opportunity to use a “both (technology)/and (people)” approach.
- To strategically and systematically use innovation processes to see (discover) problems and opportunities, create ideas (design) and then execute (deliver) innovative learning solutions that people love and cherish.
- Doing this strategically, systemically and effectively will unlock, mobilize and harness people’s collective genius, and empower people and teams to successfully drive and deliver the changes that result in breakthrough innovation.
The ultimate and most impactful corporate learning solution will embody a contextualized blend and combination of the most relevant content, delivery options and experiential choices outlined below;
- Facilitative and coaching processes, more mentoring and on the job apprenticeships.
- Bite sized learning solutions delivered through a range of accessible technologies.
- Mobile learning solutions that drive mindset and behavior change as well as skills development, integration and measurement.
- Virtual and live simulations of real life experiences using online game methodologies.
- Gamification built into all online learning methodologies aligned to demographic styles.
- Using social media to assess and predict personality types and learning styles.
- Small wearable computers that record physiological state to self manage and regulate emotional and reactive responses to complex problems and difficult situations.
The outcomes are the creation, acquisition, and transference of knowledge, skills and experience and at modifying mindsets and behaviors to reflect new knowledge, insights and change goal. Doing this intentionally and effectively will increase peoples’ management and leadership capabilities, organizational competitiveness and ultimately increase business growth, value and sustainability.
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Your action plan must be adaptable to the changing circumstances of your marketplace, but also heed the high cost of lost momentum and a frustrated team if you change your company's focus too frequently.
So what's the key to maintaining a dynamic balance between flexibility and momentum? The quarter is the perfect unit of time to bridge your big-picture goals--which probably have a two- to five-year timeline or longer--and your weekly planning and daily action.
Why one page? This discipline of working with a quarterly one-page action plan has helped our business coaching clients enjoy an average annual growth rate of 32.4 percent. It just works.
Creating Your One-Page Quarterly Strategic Action Plan in Three Simple Steps
- Pick Your Three "Focus Areas" for the Quarter. Your Focus Areas are the most important areas for your business to spotlight during the coming quarter.
- Clarify the Criteria for Success for Each of Your Three Focus Areas. What would you need to accomplish this quarter to feel successful in this Focus Area? Be ruthlessly realistic about what it is possible to accomplish in 90 days.
- Lay Out Your Key Action Steps and Milestones for the Quarter. To keep your plan to one page, you'll probably need to break down each Focus Area into five to seven action steps and milestones.
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An audience can’t listen to your presentation and read detailed, text-heavy slides at the same time (not without missing key parts of your message, anyway). So make sure your slides pass what I call the glance test: People should be able to comprehend each one in about three seconds.
Keep It Simple
Research shows that people learn more effectively from multimedia messages when they’re stripped of extraneous words, graphics, animation, and sounds.
It’s also important to stick to a consistent visual style in your slide deck. Select one typeface — two at most. Use the same color palette throughout (limit yourself to three complementary colors, plus a couple of neutral shades, like gray and pale blue). Photos should be taken by the same photographer or look as if they are. Illustrations should be done in the same style.
Care
These five design principles will help you simplify your slides so they’ll pass the glance test:
- Flow. You can direct people’s eyes to certain areas of a slide to emphasize important points.
- Contrast. Our eyes are drawn to things that stand out, so designers use contrast to focus attention.
- White space. White space is the open space surrounding items of interest. White space sharpens viewers’ focus by isolating elements.
- Hierarchy. A clear visual hierarchy allows viewers to quickly ascertain a slide’s most important elements.
- Unity. Slides with visual unity look as though the same person created them and make your message feel cohesive.
Presentation software gives us many shiny, seductive elements to work with. But there’s beauty and clarity in restraint. Use simple visuals that support your message, and you’ll free people up to really hear — and adopt — your ideas.
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