7 steps to getting started with modern learning

A modern approach to learning delivers content in short, focused bites. To be effective, it must fit naturally into the daily workflow, engage employees in voluntary participation, be based in brain science (how people actually learn), adapt continually to ingrain the knowledge employees need to be successful, and ultimately drive behaviors that impact specific business results.

Who could argue against these principles? They’re not just common sense—they’re also proven to work!

So, if modern learning is so easy to understand, why isn’t everyone doing it? There are plenty of possible reasons. But, in my experience, there’s typically one BIG barrier in the way when you want to change the way you train employees: school.

Breaking the school stereotype

Most people went to school when they were younger. They now have a vision for how learning should work embedded in their minds. It should look like school, where there is a dedicated place and time to learn.

• A teacher tells you information.
• You study.
• You take a test.
• You’re done.

If they’ve been out of school and in the working world for a while, their professional training has probably looked just like school too. So when they go looking for new training, they expect it to look like everything they’ve ever experienced when it comes to learning. Modern learning doesn’t look like school because it matches how people ACTUALLY learn at work.

To get started with modern learning, you first have to overcome the preconceived notions your stakeholders and employees have about learning in general. Here are the 7 simple steps you should use to begin your organization’s learning transformation.

1 – Ask the BIG question

“How does our work align with the priorities of the business?” This one question can kick start your transformation by highlighting the poor connection between your training efforts and the needs of the business. It also reinforces the reason why people in your organization may not value training the way you think they should. Ask this question of your peers and managers. If they struggle to establish the connection between the training you offer and the needs of the business, you have a clear reason to introduce modern learning into the conversation.

2 – Get past the noise

There are a lot of term that get popularized in learning but are VERY misunderstood. Like microlearning, for example. Many people focus on the idea of shorter content and fail to understand that’s it’s not just about shorter content—there are key principles that must accompany the content, including those referenced in our definition. Help your peers and stakeholders get past this noise by sharing resources and engaging in discussions focused on proven principles, not marketing buzz.

3 – Move closer to your audience

“Fit naturally into the daily workflow” is a key modern learning principle. If you hope to shift learning from something that’s done in a classroom once in a while to a daily part of the work experience, you first have to understand what the everyday experience looks like for your employees. Go into the operation. Watch how people use their time. Note the tools and resources they use to do their jobs. Look for the right places and times to introduce learning opportunities. This information will be critical as you build your learning strategy.

4 – Apply a results-first approach

How do you create training that impacts a specific business result? You have to start with the result and work backwards to the appropriate solution.

Before you make a decision on what to build, clarify the desired result. Then, work backwards to identify the required behaviors (what people have to do) and foundational knowledge (what people have to know) to achieve that result. Then, build the right solution that can enable the knowledge, drive the behavior and impact the business result.

5 – Evaluate your tools

You have to consider how you build and deliver content. What tools are you using today, and can they support your shift towards modern learning? Can employees access content from your learning platform(s) when and where they do their jobs? If not, you should consider exploring new tools that move your training offerings closer to the workflow.

6 – Adopt a “yes, and” mentality

Your stakeholders will not change their minds overnight. They still believe learning looks like school, and they’ll expect the same old courses they’re used to when it’s time for new training. As you begin to introduce modern learning, you should also adopt a “yes, and” influencing approach. Rather than just arguing that a new way is better, provide your stakeholders with alternatives. In early days, develop the familiar solution AND new elements that apply modern learning principles. Measure the impact of these blended solutions and demonstrate the value of your approach to help change their minds.

7 – Find the right partners

You don’t have to do this alone. There are a growing number of organizations out there that have implemented modern learning. Solution providers (including Axonify) specialize in applying modern learning principles. Don’t recreate the wheel. Learn from the successes (and failures) of others. Invite trusted partners to help you and your stakeholders determine the best ways to introduce modern learning in your organization. You will get started faster and save time, effort and resources along the way.

Modern learning isn’t difficult, but it may represent a considerable shift from your current training approach. Don’t look at it as a rip-and-replace strategy. Rather, it’s an evolution that will introduce some new ideas while strengthening the good stuff that you’re already doing. Use these 7 steps to begin your evolution. These early steps are tactics you can apply right now to start improving your ability to deliver value to your business and your employees.

See how a modern approach to learning can make a meaningful impact across your entire organization.

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JD Dillon, Chief Learning Architect

JD Dillon became an expert on frontline training and enablement over two decades working in operations and talent development with dynamic organizations, including Disney, Kaplan and AMC. A respected author and speaker in the workplace learning community, JD also continues to apply his passion for helping frontline employees around the world do their best work every day in his role as Axonify's Chief Learning Architect.

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