We’re in the midst of a technological revolution that’s transforming leadership development. As you probably know, though, the array of high-tech options for leadership training can be overwhelming. So how can you make the best choice for your organization?
Based on user feedback from when we created our leadership development platform, my company identified four factors that make all the difference in whether a high-tech learning solution succeeds or fails at an organization:
Image by Ghasoub Alaeddin from Pixabay
1. Usability: Can employees get up and running quickly?
There’s a simple truth about learning platforms that often gets overlooked: It doesn’t matter how great the platform’s content is if your employees struggle to use it. Remember, your people are already squeezed for time and distracted. A learning platform that feels like too much work is a platform that will eventually be ignored. So as you are selecting a learning platform, keep these usability questions in mind:
How easy is it to navigate the platform? Does using it feel intuitive?
What kind of training—and how much training—will your employees need to use the platform? Keep in mind that they have different experiences and comfort levels with using technology. They will also have different learning styles.
Is the platform usable on different devices? According to Deloitte, mobile-only work will rise even more over the next several years—which means that platforms that only work on computers may soon be obsolete.
2. Engagement: Do employees want to keep learning?
After ensuring that your employees can use a platform, there’s another big question to consider: Will they want to use it? To keep employees engaged in learning, a platform must be relevant to their needs. If it doesn’t teach them skills they can apply, their interest will wane quickly. Effective platforms allow for customized learning paths, and they’re designed to help learners take what they’ve learned out of the platform and into their jobs. I’m sure you already know from your own experiences that you learn the most when you turn theory into practice. That’s why my company built our learning platform on the framework of learning, reflecting and then taking action.
3. Connection: Does the platform bring employees together?
When you imagine your employees using a learning platform, do you picture them interacting individually with their computers or phones? If so, it’s time to update that mental image. Leveraging the power of high-tech learning does not mean removing the human touch from leadership development. Connection is simply too important for both helping employees learn and setting them up for success in your organization. As you select and implement a learning platform, consider how it will help you bring employees together. A few ideas:
Utilize collaborative learning.
For example, you could form cohorts of employees who work through a leadership development program at the same time and meet regularly to talk about how to apply what they’re learning in the specific context of your organization.
Incorporate sponsorship and mentorship.
Consider assigning more experienced employees to meet regularly with employees using your platform to talk with them about how what they’re learning applies in your organization.
Involve managers.
The most effective platforms enlist managers to help amplify learning and make sure that the material being taught aligns with organizational goals
4. Practicality: Can you build on what’s already working?
My company has been helping develop leaders since 2008. That means we’ve seen a lot of learning and development trends come and go. We’ve also seen too many companies obsess over having the “latest and greatest” program. Yes, your leadership development solution should incorporate up-to-date information and be relevant to today’s work environment. At the same time, though, don’t assume you have to toss out your current program and start from scratch with a high-tech solution. Instead, consider what already works for you when it comes to developing leaders and how you can build on that. Any learning platform you choose will get better results if its content aligns with your organization’s goals and values.
Technology has huge potential to address the increasing need to develop more leaders. But implementing the right solution isn’t as simple as just giving everyone a login to your new platform. By considering the four factors we’ve talked about here as you choose your learning solution, you’ll help ensure a strong return on your organization’s investment in learning technology.
This article was originally published by Neena Newberry in Forbes.
