Investing in personal and professional learning contributes to growth and career progression, and business success. More employees are now only looking for opportunities for self-development and seeking personalized programs to maintain a competitive edge.
The heightened demand for personalization has urged leaders to embrace on-demand learning and development programs. Here’s how your organization can promote the movement for on-demand learning and give your people the tools and resources they need to grow their skills and capabilities:
Take an On-Demand Learning Mindset
Ensuring employees have remote and off-site access to learning tools and resources requires both investment and a mindset shift. This means identifying the need for mobile access and autonomy. Leadership must also recognize the value of on-demand learning, starting with its ability to empower, engage, and motivate employees.
Establish a Vision for an On-Demand Learning Environment
Do your employees prefer to learn at work, at their own pace, or the point of need? Asking employees how they prefer to learn helps organizations define their vision for a work environment that leverages on-demand learning programs and technology. Leadership will likely recognize that employees will have different preferences, highlighting the need for establishing learning programs that can be accessed anytime and anywhere.
Communicate the Value of Continuous Learning
The top benefits of continuous, on-demand learning include:
- Reducing the boredom from monotony.
- Developing adaptability.
- Keeping up with relevant innovation.
Conveying this message to your workforce is key as it will prepare your teams for change and encourage them to get involved.
Once on-demand learning programs are ready to be implemented, managers should promote them and urge employees to provide their feedback. Anonymous surveys can then help leadership make necessary adjustments and improvements; it also shows the workforce that their voices are valued.
Create Opportunities for On-Demand Learning
As leaders shift their mindset to on-demand learning and create a vision for its environment, they also need to identify when and where employees access learning. Companies can then expand learning opportunities by creating relevant programs proactively. This may include creating a knowledge center for employees to access downloadable texts, process maps, discussion boards, company updates, and training manuals.
Leadership may also create mentoring programs that encourage employees to seek coaching when the need arises. Through this training strategy, workers can be directed to either learn from supervisors, senior colleagues, or peers – creating a more diverse and inclusive learning culture.
Foster Learning Partnerships
Gaining access to knowledge in real-time can be achieved through e-learning or online learning strategies. According to recent research, 77% of today’s e-learning programs are composed of self-paced learning models. Find partners that provide e-learning platforms and tools that are designed for personalized learning experiences.
Shifting to an organization that embraces on-demand learning starts with changing perspective. If your organization is transitioning away from traditional and outdated learning programs, the benefits of on-demand learning need to be communicated to the workforce. By doing so, employees will be more likely to adopt on-demand learning, engage, and provide feedback on how to make programs effective.