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Joe DiDonato on April 14, 2011 at 11, 21
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Joe DiDonato
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In preparation for a more in-depth article in our next issue of Elearning! Magazine, I thought I’d pull the ‘trends’ table from the article I wrote entitled, The Top “Must Haves” in your next LMS.”
How did we come up with the list? We used our unique perspective and our editorial staff to look back a decade to see what had dominated the landscape. We then compared it to current practices to see if there was any movement – either up or down. We then projected that movement forward to come up with this initial list.
What do you think of the list? We would love to hear your feedback:
|
A Decade Ago
|
A Decade Forward
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- 80% classroom based
- 80% formal
- Centrally administered, instructor-led
- Centrally provided information
- LMS as a learning destination
- Isolated learning
- Hour-long learning objects
- Location-centric
- One size fits all
- Directed lab experience
- Closed educational resources
- Available at certain times
- Segmented by team function
- Global considerations emerging
- Just-in-case education and learning
- Company-centric education
- Country-centric language support
- Minimal Talent Management Support
- Some elective certifications provided
- “Behind our firewall” mentality
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- 80% in the workplace
- 80% informal
- Self-directed learning
- Search based inquiries
- Social networks for learning
- Social / networked learning
- 5-minute long video snippets
- Mobile-centric
- Individualized / personalized
- + games and simulations
- + open educational resources
- 24/7 availability of learning
- Project-based against company goals
- Global plus country localization needs
- Context sensitive – just-in-time
- Education to the “Extended Enterprise”
- Support of global languages
- Talent Management Support Key
- Mandatory compliance and regulations
- Software as a Service (SaaS) mentality
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Top 20 Trends in Enterprise Education, 10.0 out of 10 based on 1 rating
Joe DiDonato is the Editor-at-Large for the Elearning! Magazine Group. Joe's background includes senior learning positions, including CTLO, CEO and board-level assignments.
Contact Information: jdidonato@2Elearning.com; (888) 201-2841 x846.
To find out more about Joe, please click: Joe DiDonato's Full Biography. To follow on Twitter, please click: Twitter.com/jdidonato
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Tags: Elearning > Joe DiDonato > LCMS > LMS > social learning > social networking > talent management solutions > TMS > Twitter > vision
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In preparation for a more in-depth article in our next issue of Elearning! Magazine, I thought I’d pull the ‘trends’ table from the article I wrote entitled, The Top “Must Haves” in your next LMS.”
Joe,
I agree with your list of "Must Haves". I see the evolution of social software platforms providing the opportunity for social learning. SaaS will dominate the future of LMS and individual needs will be more closely met. I also predict that the current user-based pricing model that some vendors use for delivering social platforms will change. The price per user will either drop drastically or the pricing will be based on another metric.
Vicki
The Tambellini Group
Great point Vicki... LMS pricing is an interesting area to watch. The models seem to be the price per user you mentioned, or an "enterprise-wide license fee." I've used the latter in most cases. Reason? As we got into supporting the extended enterprise (customers, partners, etc.), the "price per user" model can be difficult to administer. Interesting trend: Noticed that some of the vendors in the rapid development tool area are charging based on a fee for the amount of storage incurred - with unlimited views.
Joe,
I think you're right on the mark, with one addition - I think companies stand to benefit from the increasing comfort of employees with sharing knowledge through videos, blogs, etc. Go to YouTube and search for Microsoft Word 2010, and you will see more than 22,000 results.
So, those 5-minute videos you mention could conceivably not be produced by a corporate training department at all.
What are your thoughts on the likelihood of corporate training groups loosening the reins enough to leverage the trend of user-generated content?
Kimberly - I think that's going on right now. If you go to my other blog post, you'll see that rapid development tools like http://www.Knoodle.com and http://www.Brainshark.com make just what you're describing a reality. Both cater to large corporate markets, and both show many examples of employee videos.
In fact, on May 12th, I'm going to be doing a webinar on this subject. You can register here: Register.
If I had to add one 'bonus' trend Joe, it would be:
A Decade Ago
#21 - Individual Intelligence
A Decade Forward
#21 - Collective Intelligence
Couldn't agree more. I think a decade ago, the axiom was that "knowledge was power." Today, I think that axiom is changing to "knowledge is to be shared."
Elliot Masie's story about his new graphic designer coming to work with her "digital tribe" is a good example. When Elliot asked her who all those people were on her IM logs, she told them that they're the people she came to work with. One was good at copy, another was good at Photoshop, and so on - you get the idea. 'Collectively,' they were able to turn out top notch brochures. Thanks for the comment Dan!
As a past instructor of Knowledge Management and a crazy entrepreneur offering customized just-in-time learning (1985-2000), I can look back and forward. Looking back, Knowledge Management was a separate function, something companies had to think about "in addition." Now it is part of, and it is seamlessly integrated..
Looking back at customized just-in-time learning, it was and is the only way to learn with ONE EXCEPTION. A company cannot live only in the moment. It is critical that people (including executives) develop critical thinking skills and discernment, or there will be anarchy in learning. This is a case where the easier, less expensive way (when easy and cost savings are the main goals vs. learning) is likely to complicate your future.
I remember a major corporation who offered
2. 80% informal
3. Self-directed learning
6. Social / networked learning
8. Mobile-centric
9. Individualized / personalized
10. + games and simulations
11. + open educational resources
12. 24/7 availability of learning
13. Project-based against company goals
Professionals in this company received incentives to go and learn. A full 95% waited until the end of the incentive period to go and learn. Did they learn? No. They went for the bonus and fulfilled the minimum obligation.
My current work is in assisting communicators to get their message across. I am VERY busy with companies that are in quagmires of well-meant, but misdirected efforts. They need a lot of tweaking to get their message across (and first, clarify their message!).
In what new ways do you think learning needs to be communicated to influence proper direction, curiosity, and drive to learn the right things?
Chavah,
As you indicated, incentives are a good way to drive behavior, and hopefully someone learned something in those last minute sessions – in spite of their motives. There are many companies who put individual learning objectives in MBO (Management by Objectives) plans, which once again ties the activity to an incentive. Of course, one would hope that an “employer/employee conversation” occurred when these learning tasks were assigned. It’s that one-on-one conversation where a good manager will influence the proper direction, install curiosity, and help the employee to “drive to learn the right things” – as you put it.
Another clever way of doing this is via a critical project. In one company I worked with, key leaders were drawn from around the company and assigned a real company problem to solve. For talking purposes, assume that the company was a US financial institution who wanted to get a global footprint. After the project plan was formulated, this group worked with Leadership Learning & Development to construct where “training interventions” would help. For example (and I’m making these up):
• Interpersonal and Business Customs in England, France, and Germany,
• Understanding How The European Community Regulates the Euro; and
• How European Mortgages Work in Spain.
As a result, the reasons for the “learning interventions” were established, along with their timing. As these interventions obviously related to the success of the project, their importance was understood. And in a fashion, it was “just-in-time” – where your expertise comes into play.
The projects don’t need to be so grandiose, and I give another example in the article mentioned above. It’s really a whole topic onto itself – isn’t it?
Joe
RE: "After the project plan was formulated, this group worked with Leadership Learning & Development to construct where “training interventions” would help. "
This is a "just-in-time" practice that also builds critical thinking among many other benefits such as global em building, communication, etc.
Thank you for this reply. I am happy to be in this discussion.
Joe,
Great list!
Made me think hard about anything else that seems to be evolving / changing in the next decade. I would add that education was viewed as an expense, and in the future it will be seen as an investment.
Smarter employees will mean a higher IQ for the company, and that will mean greater success in a more competitive global marketplace.
I think this will also map to tomorrow's employees real desire to learn as much as they can, instead of today's pro forma and proscribed learning assignments that are part of a yearly performance review and usually ignored.
I had a reaction to "yearly performance review". I am imagining it becoming seamlessly integrated into training and development as an ongoing conversation and inquiry. Imagine people wanting to see their weaknesses and enthusiastically shore them up. I was thinking to day about this cycle:
Listen
Ask
Listen
Admit
The proverbial LaLaLa with merit. Just a thought during a morning musing.
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