Modern learning for modern learners

Why companies need to adapt, and how to do it

The traditional two, three, or four-day Instructor Led Training (ILT) course has served us well. It still will. It is not going away because it has many advantages including:

  • When done well, it is an immersive experience—focused on learning a topic or subject in a fairly short time
  • Participants co-learn with other like-minded people, promoting collaboration and communication, which promotes retention
  • Learners can hear and share real-world experiences on the topic, providing valuable application beyond each individual’s scope of experience
  • And, they might gain an industry-recognised accreditation, offering career benefits

However, methods that worked in the past aren’t always the best option in the modern world of work. Changes in technology, learning needs, and the preferences of learners all necessitate taking a fresh approach to learning in the workplace.

In this white paper, we’ll consider:

  • Why we need to change learning for our people
  • Why we need to change learning for our organisations
  • When to incorporate models and techniques in modern learning
  • How Learning Pathways embrace modern learning
       To keep up with the pace of change, organisations need to empower their people by increasing their knowledge and capabilities through modern learning solutions.

The learning needs of our people

Today’s learners crave flexibility, accessibility, and immediate applicability. They value a multi-faceted approach to learning that includes hands-on activities, interactive e-learning modules, and self-paced learning.

The importance of varied learning

A singular approach to learning is no longer viable. Modern learners benefit from a mix of formal education, peer-to-peer sharing, and experiential learning, enriching their overall learning experience.

Learning styles

People have a range of learning styles but no one is limited to just one learning style, rendering other ways of presenting information valueless.

But their natural inclinations and tendencies make particular learning styles most effective for them.

So, we can consider it a learning preference. But it’s a preference organisations do well to support as best they can. Doing so will improve the efficacy of the learning they provide and ultimately boost the return on the investment they’re making in Learning and Development. Some learning styles include:

  • Visual
  • Kinesthetic
  • Aural
  • Social
  • Solitary
  • Verbal
  • Logical

The modern learning needs of the organisation

The learning needs of the organisation are both a cause and effect of these varying needs. A focus on ten key areas, such as agile methodologies and data analytics, is vital for a resilient organisational learning strategy.

These skills are in high demand in the rapidly changing job market, and individuals seek new and innovative ways to gain them.

Organisations face growing pressures to innovate, deliver value, and satisfy customers. The key to navigating these challenges is empowering the workforce through modern learning solutions.

Introducing the 10-20-70 model

The 10-20-70 model is a learning model that suggests that individuals retain:

It serves as a strategic framework for diversifying learning initiatives.

Introducing learning pathways

Traditional methods are insufficient for the complex needs of modern learners. Learning Pathways offer a tiered approach with three distinct stages—Base Camp, Intermediate, and Advanced—each tailored to specific learning objectives.

Learning styles and techniques

Learning Pathways are designed to accommodate diverse learning styles. Whether you’re a Verbal learner or a Kinesthetic learner, techniques like role-playing and real-world simulations are integrated to ensure effective learning.

Customised to each organisation’s unique needs and goals

The off-the-shelf Learning Pathways may be a perfect fit. However, most organisations will have a need and desire to refine these pathways to best conform to their unique needs and goals.

Current and future domain and

Learning Pathways are inherently flexible and adaptable, designed to focus on emerging tools, methods, and frameworks. This ensures your workforce remains equipped with the most current and relevant skills.

The ultimate aim is to create a suite of pathways that
enable your people to learn:

  • The capabilities they need,
  • with the right skills,
  • with transparent learning outcomes,
  • in a variety of learning styles,
  • in a bite-sized format,
  • in a timely manner,
  • in a metric-driven trackable format,
  • with a continuous learning mindset,
  • all while supporting the 10-20-70 learning model.

Organisation's success starts with great learning

Learn more about our approach to modern learning in our whitepaper.