Training Industry Quarterly - Winter 2010 - 33

The Bottom Line As organizations finalize their overall objectives and strategies for 2010 and beyond, L&D must be “plugged in” to the business, its efforts aligned to support business goals. Learning technology decisions will play a critical supporting role, so they should be approached thoughtfully and in context of overall strategy. Of course, technology changes so it is incumbent on L&D to stay current. To that end, it’s important L&D to consider the following activities for 2010: • Leverage the “we” in your organization. Take some time in 2010 to redefine content development processes to fully embrace informal learning. View employees not only as consumers but as sources of learning. Put tools and training related to content development in their hands. Provide a learning platform with spaces where collaboration and knowledge sharing can take place, both directly related to formal learning efforts and beyond. Provide employees with the ability to find L&D MUST BE ‘PLUGGED IN’ TO THE BUSINESS ers must be able tie everything they do to the organization’s overall talent strategy. An integrated talent management system helps to build clear connections and drive alignment. L&D leaders should to look at these systems as part of the corporate infrastructure and work with HR and IT to help select technologies to best address employees’ needs. New years are always exciting. They bring great possibility for growth and renewal. And this particular transition seems destined to bring even more change than usual. Those who are ready can take full advantage and create high impact. David Mallon directs research in enterprise learning for Bersin & Associates. He has more than a decade of experience in corporate learning strategies, programs and processes; the selection and implementation of learning and performance solutions and related technologies. E-mail David at editor@trainingindustry.com. an expert in your organization or provide expertise to others. • Rethink e-learning. Expand your tool boxes and disciplines. For instance, rich media development is now a required competency for the modern learning organization. And it has never been easier. Anyone can create video now, with production values that are near enough to professional to be more than adequate for corporate training purposes. One shortcut that is now a mainstream strategy for e-learning development: Record virtual classroom events specifically for replay. • Get talent linked. L&D lead- Takeaways • Many organizations have a more positive outlook about their business growth heading into 2010. L&D can help drive growth with a focus on learning technology investments to meet talent needs. • Learning leaders realize they cannot meet all needs in their organizations through formal learning programs. It is not enough, though, to simply put training online. The best solution is a combination of formal and informal methods that include self-service and social learning environments. • Lengthy formal e-learning courseware is on the way out in favor of new formats ranging from short video vignettes or audio podcasts followed by interactive assessments to 3-D simulations, serious games and content delivered to mobile devices. • L&D leaders must be able tie learning to the organization’s overall talent strategy. But integration with talent management systems continues to be an issue. Very few providers have everything a business needs today, but many have plans for end-to-end solutions. Training Industry Quarterly, Winter 2010 / A Training Industry, Inc. ezine / www.trainingindustry.com/TIQ 33

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Training Industry Quarterly - Winter 2010

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