June 30, 2017 - No Comments!

KNOLSKAPE corporate learnability challenge @GPTW 2017 – survey results

by Swati Kamath

Find out if your company is a great place to learn!

Earlier this year KNOLSKAPE took upon the task of understanding just how mature the learning curve of organizations is. Despite spending large amounts of money, are organizations truly achieving a measurable return on their investment? Are they able to innovate and adapt to ensure that they stay relevant? In short, does your organization truly nurture and foster learning in the workplace?

To gain insight into this, KNOLSKAPE developed a series of questions focused on Leadership, Shared Values and Process of Learning within the organization, known as the ‘KNOLSKAPE CORPORATE LEARNABILITY CHALLENGE’. The survey was designed to understand what professionals think about the learning maturity of their organization. As a pilot, 40 L&D and HR Leaders across industries were surveyed.

The macro-analysis of the survey results show that learning in organizations is tremendously impactful when leaders get involved. However, there seems to be a huge gap between leadership involvement and learning of actual on-ground processes and shared values (culture). Respondents thought that this gap is because leadership thought and beliefs are not translated into actionable learning processes or shared values of learning throughout the organizational hierarchy. Especially in a large organization, with complex processes and team dynamics, this gap can result into major dissonance between the top and bottom half of the organization, leading to higher levels of dissatisfaction, low morale, misaligned goals, lower productivity and ultimately, higher turnover rates.

To break it down further, here are the major inferences that the survey gives us on each dimension:

Do you concur with the pain points of the survey respondents? Do you face similar challenges? Wondering what you can do to resolve these pain points? Here is what we believe: Incorporating digital technologies in learning and engagement is the way forward.

1. Mobile Platforms. As organization structures become flatter, a higher number of stakeholders become part of the decision-making and problem-solving process. As such, ensuring that the vision, strategy, and values of the organization are shared with and absorbed by the entire organization is key. A mobile platform is an integrated solution that enables:

  • Micro-learning, to supplement or replace traditional classroom-based learning interventions, assimilate knowledge in bite-sized chunks, for higher retention, and without information overload
  • Social and collaborative engagement, wherein employees across the organization compete against one another on quizzes and polls, get to know each other, and receive inputs about the organization as well as thought leadership from senior leaders within the organization
  • Theme-based learning, wherein core values, corporate vision, and business priorities held dear by the organization as well as regulatory and social messages specific to the organization are effectively communicated to and imbibed in each employee within the organization
  • Anytime anywhere learning and engagement, as data-enabled smartphones are at the disposal of every employee within the organization. Rather than spending hours at a time on a learning activity, employees can now optimize their time when traveling to and from work, while waiting for a meeting, a few moments during lunch, or when taking a few minutes breather from work to catch up on their learning.

2. Simulations. It is believed that time, effort and experience are required to master any skill or competency, preventing employees from prioritizing learning interventions. Simulations provide a safe learning environment, accelerating the process of behavioral change, and skill mastery. Simulations are powerful because of:

  • Feedback loop: Simulations are coded to provide objective feedback on the actions performed by the learners. Continuous feedback helps break existing behavioral patterns in favor of new ones and ensures that the change sticks
  • Real time scenarios: Life like situations within a simulated environment give learners to practice and a safe zone for making errors
  • Practice: a combination of real time scenarios, actions performed by learners and a constant feedback loop provides learners ample practice and experience on what works and what needs to change

3. Analytics. One thing that all digital technologies have in common is that they provide as basic or as detailed analytics as desired by consumers. Within the realm of learning and development, the need for talent analytics is rapidly growing. Incorporating digital technologies in learning and development provides insights for learners, L&D teams, and Business alike:

  • Learners receive real-time, personalized and actionable insights
  • HR Teams receive aggregated learning analytics, from participation and learning trends to deep cognitive insights
  • Business receives impact reports on the learning interventions, to measure ROI

Are you interested in taking the LEARNABILITY CHALLENGE? Do you have similar thoughts about the learning curve in your organization? Do you face similar challenges? Need someone to help you achieve your capability development and talent strategy? Drop us a note at info@knolskape.com and our learning experts will help you find the best solution for your requirements.

Published by: KNOLSKAPE in Blogs

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