6 Ways to Strengthen Your Digital Learning Strategy

Keys to a Successful Digital Learning Strategy
these 6 strategies for digital learning success in our original white paper before the current crisis, we think these principles still apply and, in fact, are more relevant than ever right now.
Our 6 recommendations to maximize the success of your organization’s digital learning strategy
  • 1. Embrace the “less is more” principle for online learning.
  • Right now, many of your people are probably feeling panicked with the chaotic and uncertain state of their home and work lives. What they need is good advice and curation. They don’t need to be shown 10,000 available titles; instead, they need a prescription.
  • 2. Enlist help communicating the plan.
  • Normally when organizations embark upon a digital learning initiative, it’s important that they gain communications support from the C-suite.
  • If everyone at your organization is working remotely, it may actually be more possible than usual for the CEO or an executive sponsor to jump onto a call with the team to signal senior buy-in and support of the digital learning strategy. (That’s actually one of the many unexpected benefits of online learning that we’ve recently noticed among our clients)
  • 3. Make leaders into teachers.
  • The best way to learn something is to teach it. We know this from our personal lives, and we bring this principle to the professional world with intentionality.
  • For example, we revamped our ultra-popular workshop kits(which some of our clients lovingly call “a workshop in a box”) to work for a fully live online audience.
  • With leadership tools and training materials like this at their fingertips, you can put your leaders into “teaching mode,” with all the tools they need to succeed at delivering a short, skills-oriented virtual workshop. Your digital learning strategy may use online training from an external provider in combination with workshops or other internal development initiatives led by your own team.
  • 4. Use learner-centered design.
  • Learner-centered design, also known as “learning in the flow of work,” takes your learners’ context into consideration. What do your learners’ days look like right now? Can they invest a full day in a live, online training? Probably not — but could they do a half day? More likely.
  • After delivering hundreds of customized leadership development programs for clients around the world, we design our learning journeys to be 4 hours, and built around the context and culture of each client organization. We take a break every hour so that our learners can stretch and get a fresh cup of coffee or tea.
  • 5. Tap into the power of learning partnerships.
  • Right now, your employees may be feeling more alone than they’ve ever felt. With any training that you do, tap into the power of learning partnerships. When it’s a part of the training, there is a reason to meet. After they meet the first time, they’ll find more reasons to stay connected.
  • 6. Remember to measure.
  • Measuring impact provides data that can be used to refine and strengthen your ongoing efforts and overall digital learning strategy. Metrics, including participation and outcomes, should be built in during the design of the learning initiative.
  • You’ll want to be able to look back at how you adjusted your approach and what you did to keep the learning fire alive.

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