Transform Your L&D With Digital

by Looop

Today’s employees expect on-demand support and development comparable to their experience online, outside of the corporate infrastructure. The aim of this white paper is to equip L&D with the know-how and tools to propel any business forward with an approach that can potentially support and inspire every employee, every day.

Key Chapters

  1. It’s about performance, not learning

    The transformation of Learning & Development must start with how the function sees itself. This chapter looks at how to use agile responses to performance problems that can impact people today, rather than in several months from now when a programme has been designed, launched and finally attended.

  2. Make decisions with data

    More agile approaches to Learning & Development can help you truly understand performance and capability gaps by working closely with employees to gain meaningful data, test assumptions, and build prototype solutions that can be improved.

  3. Influence the performance of everybody, every day

    This chapter explores how refocusing away from the ‘course’ will give organisations the opportunity to potentially influence the performance of everybody every day.

  4. Resources first, supplemented by formal events

    If employees are finding their own resources and developing themselves online, how can L&D help them to do this better whilst growing internal awareness and capability that will positively impact performance?

  5. Empower employees to be self-sufficient and to contribute

    Currently managers, team mates and mentors provide formal and informal PLNs at work. But in ever more complex environments, to have the ability to access influential business figures and other professionals in a field of expertise could have great professional benefit and also impact the work that is done.

  6. Measure efficacy, not learning

    Traditional measures of L&D rarely logically equate to ‘learning’ or ‘performance improvement’. This chapter explores how a data-driven Learning & Development function has the opportunity to measure improvements on the data collected.

  7. Leading so that others will follow

    The reality many of us face is that despite being ready to operate within a modern L&D function, the setup is governed by traditional expectations, often from others with significant influence. This chapter looks at how you can lead your organisation and its people to a far more effective L&D experience.

By looking past ‘learning’, refocusing on ‘performance’, and throwing off the shackles of the ‘course mindset’, L&D can focus on activities and outcomes that impact the work itself, embed learning in the workflow, and help employees grow in line with the organisation’s strategic goals.

The role of L&D in the function of an organization has been reshaping for several years, and it has now come to take center stage in align with strategic goals. That's why it should be designed to utilize every innovation affecting the eLearning field. All the data produced by it can help in understanding performance and capability gaps, as well as building prototype solutions. Delve into the insight found in this eBook and empower your employees to be self-sufficient, thus gaining multiple professional benefits.

Christopher Pappas

Christopher Pappas
Founder of The eLearning Industry's Network