Trends in Corporate Learning – Part II

In an earlier article, we discussed leading trends in corporate learning. These included leveraging technology, creating on-demand professional development training, utilizing microlearning resources, and personalizing learning plans. Now we will explore four more trends that are emerging in the world of training and professional development.

Whole Person Learning

Employees want to find and work for organizations that are aligned with their personal values. They want to invest their time acquiring skills and abilities that will serve them personally as well as professionally. In fact, some workers would rather have opportunities to learn on the job than cash bonuses. This is means a new approach to learning, with emphasis on ways to make training relevant to the learner’s personal needs and expectations.

Instant Application

In the past, training was all about attending a seminar or workshop at some distant location. While there, the instructor filled the learner up on knowledge and information that was intended to be implemented when they returned to the workplace. Not so with the workforce of today. With the advent of YouTube, it is now possible to learn just about anything by watching it being done right on your smart phone, and using it right away. This isn’t a bad thing, because learners can now apply what they have learned before they have a chance to forget it.

No More Talking Heads

Even the most devoted learner among us would drift off if an instructor lectured on and on about the same PowerPoint slide for over five minutes. Training needs to be interactive, engaging, relatable, and to the point. It has never been more important to develop training around what learners “need to know,” and keep the “nice to know” for independent follow-up.

Turning Learning into a Game

One truly cutting edge tactic being used in elearning circles is gamification. This approach uses the elements of a video game (e.g., earning points, completing levels) to engage learners and keep them motivated. But it goes beyond just the mere mechanics of gaming. True gamification in elearning uses games to achieve an instructional goal, not just to add excitement or diversion.

When designing learning games, there are twelve elements you can use to gamify content:

  • Conflict
  • Collaboration
  • Competition
  • Strategy
  • Chance
  • Aesthetics
  • Theme
  • Story
  • Resources
  • Time
  • Rewards/Scoring
  • Levels

More Trends

These four trends are just an example of what is happening in the rapidly evolving field of instructional design. Keeping up with these trends has never been more critical for training and development companies and departments.