Align Learning and Development to Business - Step 5: Engage People in Learning

This article is the sixth in a seven-part series on becoming a strategic partner by aligning learning and development with business objectives. In the previous article we discussed how to work with sponsors to set goals for learning interventions.

The sponsor’s involvement in planning and developing an intervention is essential to success. The sponsor is responsible for participation and performance, and will be interested in programs that provide continuous learning and performance support. Current e-learning technology makes that possible.

There is a certain amount of irony in our previous statement. Technology makes new learning methods possible, but technology is an important component of the current skills gap. Almost one-third of workers in the U.S. say they are not proficient in using the technology tools they need at work. Only 10% say they have mastered them (Fernandez, Jeff. "How the 'Digital Skills Gap' Bleeds $1.3 Trillion a Year from US Businesses." Entrepreneur. July 7, 2014).

We observed an instance where employees in a large local human resources department were clamoring for training in Microsoft Excel. Their new data analyst used Excel to create reports in minutes that took them days to complete, and they wanted to use the advanced tools to enhance their reporting. The analyst pointed the employees to the books and online resources he had used to learn his skills.

Nothing happened. That experience taught the data analyst that most people won’t pursue learning – they want it delivered. The analyst had been assuming that everyone sought out new skills the way he did.

Harvard Business Review gives us an interesting view of why employees don’t learn. They describe two “stances” that interfere with learning.

• The completion stance is one where employees want to get a task done with little or no mental investment. Learning in that stance is accidental.
• The performance stance is when people get a task done with a substantial mental investment but without reflecting on it for future use. It never reaches long-term memory.

It would appear that the task ahead of us is to design learning programs in such a way they engage users and induce them to want to learn. New e-learning tools are helping us to do that. 

New Learning Methods

Two of our primary services are installing and supporting learning management systems and developing self-paced e-learning. We frequently use techniques that overcome resistance to learning, and we can make some recommendations that will be helpful in designing and delivering your learning.

Microlearning. We have all seen training programs where everyone started the day attentive and enthusiastic. Then, by mid morning, they were checking their emails or finding excuses to step out of the room. Delivering e-learning in short bursts over time removes the pain. Microlearning is even more effective when content is interleaved to prevent the illusion of mastery created by repetition.

Gamification. Using game mechanics to challenge and reward users is making training quicker, more engaging, and more effective. Interactive scenarios immerse users in the experience. Looped assessments that don’t allow users to exit until they get all the answers right focuses user attention. Reward systems and leaderboards create competitive interest.

Social learning tools. Providing the opportunity for people to learn from each other increases retention and creativity. Social learning includes more than connecting with each other. It includes collaboration on creating materials, sharing content, and e-learning courses that include interacting with others.

Spaced repetition. Repeating content using a multi-channel approach helps overcome natural retention decay.

Performance support. Short videos, online job aids, and quick reference guides help people quickly refresh their skills and knowledge on demand. All of the techniques we listed here can be used effectively in performance support.

Sponsor Approval

You will want the sponsor to take ownership of participation. It is important that the sponsor is fully invested in the design. The actual work will most likely be delegated, but you need the sponsor to sign off.

Next Steps

In the next installment, we will discuss how to measure and report on the results.

References

Fernandez, Jeff. "How the 'Digital Skills Gap' Bleeds $1.3 Trillion a Year from US Businesses." Entrepreneur. July 7, 2014. Accessed December 18, 2015. 

Shafer, Leah. “Learning to Learn at Work: How to Make the Most of On-the-job Learning.” Harvard Graduate School of Education. December 1, 2015.