Challenges in Digital Learning Transformation

Digital learning transformation needs to embrace the realignment of technology and processes to develop and optimize existing experiences and enhance outcomes. Some of the biggest obstacles to a digital learning transformation arise from the difficulty in changing employee workforce habits, behavior and attitudes towards learning that are embedded in the organizational culture. Some common mistakes that keep organizations from reaping the benefits of a digital learning transformation include:

1. Not identifying clear goals and milestones: Often organizations undertake digital learning transformations without a clear understanding of their end goals. A successful digital transformation begins with an insight into digital learner behavior and preferences and understanding of organizational goals, operational needs and market disruptions and a clear vision of outcomes. This is true of any transformation initiative but more so for one that hopes to impact individual behavior and attitude change where a clear understanding of existing learner behavior is key to delivering lasting change.

2. Overreliance on technology as a solution: Undoubtedly technology plays an important role in digital learning, however technology cannot compensate for poorly designed or irrelevant content. Often organizations rely on the latest LMS or LEP or a new delivery mechanism (… insert your favorite mobile/gaming/microlearning/AR-VR modality here) to resolve poor adoption and outcomes form a learning program when the cause lies elsewhere. An unbiased evaluation of the strengths and limitations of the learning organization is the first step to exploring what can be done differently and what levers you need to shift (including technology) to bring about the desired change. A successful transformation leverages technology but also reimagines the processes and environment in which people operate to bring about change.

3. Failing to map data flow and usage: Big data and AI can significantly expand the capabilities of the learning organization. However not many learning organizations are equipped to leverage data, experiment and iterate to innovate and improve learning solutions. Learning analytics in its current form is woefully ill-equipped to leverage the data to answer questions beyond usage data and deliver meaningful insights into learner behavior and outcomes. To achieve this, we need a data-first mindset where we pay careful attention to what we measure and what questions the data can answer for us and it’s impact on business outcomes. Using AI to imply recommend learning without understanding business impact will not get us far in our transformation journey.

4. Myopic approach to learner experience that fails to account for experience and culture outside the classroom: Learning professionals need to account for the experience not only in terms of the individual learning experience and outcomes but also its impact on teams, organization and global culture. We need to expand our vision beyond the classroom and understand the impact of the transformation holistically and enable tools and processes that go beyond the individual to facilitate the flow of knowledge and information and develop competencies at the individual, team and organizational level.

Paying attention to some of these issues upfront before embarking on your learning transformation journey can help you focus on challenges and issues that matter most to your organization.