Last week, Cornerstone OnDemand announced that it’s acquiring Saba.1 This will bring together two of the largest companies in the learning and talent space and create one of the largest cloud-based providers in business software applications overall. The acquisition is further evidence of heightened urgency around addressing workforce skills needs and elevating workforce talent experience. This urgency is contributing to more market opportunity, more competition, and more excitement for talent-related technologies.
As organizations seek to help their people adapt, learn and succeed for the new world of work, it has become clear that traditional career management and learning and development approaches need to evolve. Misconceptions abound: microlearning is a delivery method, not a panacea; placing content into a video-library like content engine won’t solve for content that doesn’t meet learner needs. So it isn’t surprising organizations are confused about how the various elements of learning, talent, and work technologies fit together, and therefore what to buy. BersinTM has been publishing research to explain the leading practices high performing organizations are using to embed learning in the flow of work, and we see an opportunity to apply this lens to the learning technology market.
How do you prepare for a future workplace where the boundaries between humans and machines are blurred? Where skill sets and job roles are fluid? Where learning isn’t the responsibility of a centralized function, but of the entire enterprise. And, where you will need to access, curate, and engage talent in more creative ways than ever before. The search for answers to difficult, yet essential, questions brought more than 90 learning and business executives together at the 8th annual Deloitte Chief Learning Officer Forum held at Deloitte University in March 2019.
Posted by Julie Hiipakka on March 5, 2019.
The convergence of learning and work has been underway for over a decade. Bersin™, Deloitte Consulting LLP has recently written about the productivity imperative, even going as far to predict that learning would go where the work happens.1 In the last year, this convergence is being described as “where learning is work, and work is learning,” or more popularly, learning in the flow of work.2
Look beyond the traditional to enable learning with technology
Understanding the learning technology marketplace can be daunting. The ever-changing landscape of new vendors, new solutions, and new problems that organizations are looking to technology to help solve can be difficult to keep up with. Until now, many of the organizations we talk to use technology to help them make old practices more efficient (think e-learning instead of instructor-led). Some also use it to make the learner experience more engaging. But some of the most high-performing companies are going even further and thinking about the role of technology in learning completely differently.
There’s been a lot of talk in recent years about the effect that our on-demand, social-media-fueled culture is having on our collective psyche. It’s nearly impossible to escape being inundated with information about the lives of our network—new jobs, promotions, weddings, parties, concerts, trips. While these events may be carefully curated for sharing, they can lead to the feeling that everyone else is experiencing the glorious wonders of something you are not. This phenomenon, called FOMO (Fear of Missing Out), not only arises in our personal lives but is also showing up in the workplace—particularly related to employees’ expectations to build and develop new skills and engage in new experiences. While careful curation may contribute to FOMO in our personal lives, it can actually help avoid FOMO in learning while improving learning effectiveness.
Are we entering a golden era of technology solutions that enable lifelong learning and development? From the emergence of learning experience platforms, virtual and augmented reality courses, and on-demand mobile content to data analytics, it seems that every aspect of learning technology is taking a massive leap forward with a goal toward “always on” lifelong learning–and creating an experience that places the learner front-and-center and becomes learner-led rather than organizationally driven.
It’s overwhelming at times…shifting career patterns, scalable learning, digital learning platforms and the legacy learning management system (LMS), rapidly evolving employee expectations, regulatory demands. Senior learning leaders are contending with a myriad of disruptors confronting them daily.