Establishing a Habit of Learning

In 5 Steps

Establishing a Habit of Learning

5 Ideas for Supporting Employee Learning

to Empower Your Learners

5 Ideas for Supporting Employee Learning

6 Ways to Learn When Your Interests Are Always Changing

6 Ways to Learn When Your Interests Are Always Changing

Having trouble creating a habit of learning in your organization? Not sure what else you can do? You’re not alone.

66% of enterprise L&D leaders have trouble getting employees to engage with their training programs [Bersin by Deloitte].

Here’s the good news.

Degreed has a team dedicated to helping drive engagement and we have some proven tactics we can share that have improved the metrics at client organizations.

But first, the right mindset.

As the old saying goes, “takes one to know one.” So, let’s think about your personal online habits. You might notice there are certain things that drive you back to the same websites and apps day after day. In many cases, this repeated behavior is encouraged by way of a reminder in the form of an email or pop-up. These notifications provide a one-click option to visiting the site like you have probably received from sites like Amazon and Facebook.

Without having to think twice, a habit is born.

As it turns out, this notification tactic works for learning too. You can get in front of your audience on a regular basis by Degreed’s system generated engagement emails.

Degreed’s emails notifications notify your team of important learning events and suggested learning, making it easy to create a daily habit of learning.


Screen Shot 2018-05-21 at 10.36.59 PM

Need more than just metrics? Degreed client, Xilinx, has driven much of their adoption success through email communication.

Here’s a play by play of their strategy.

  1. The Xilinx team made marketing and communicating to their learners a top priority from day one of their launch in November 2016.
  2. They implemented a cascading communication roll out approach – beginning with executives and their staff, then introducing it to the rest of the organization with live briefings, demos, and videos.
  3. The communications strategy also included a message from the CEO prior to the official launch.
  4. These were followed by an email from the Senior Vice President of HR, and supporting collateral materials including posters, table tents, demos, videos and several webinars to ensure employees understood their new strategy, Learn to the Power of X (LearnX) and what it would mean for each employee’s professional and technical development.
  5. Based on pilot user feedback, they enabled daily reminders at launch, automatically generated by Degreed to provide a reminder to their team to encourage learning daily – and it’s working.  Over 43% of employees have logged in more than 5 times and 88% have visited. 

Screen Shot 2018-05-13 at 6.33.13 PM

Even though their metrics say a lot, feedback from the Xilinx team says even more:

“For us, the Daily Email has been a key part of our implementation success. Employees appreciate the personalized preview and the daily nudge to engage in learning.”

Start driving learner engagement today with Degreed!

habitat

My nephew is a big fan of nature. He regularly pulls out odd facts about animals I’ve never heard of. Admittedly, I’m a much better-informed auntie. Its probably because of these conversations that I’ve been paying more attention to articles about biomimicry, (taking design hints from nature to solve problems humans have). and thinking about how learning occurs in nature.

 Learning organisms and habitat

In March, I wrote about learning organisms. To summarize, in more evolved organizations, learning has pretty much taken on a life of its own. These organizations have in essence become organisms that learn, grow, and develop based on their habitat and their ability to make use of it. The more cohesive the habitat is, the more quickly learning organisms are able to react to environmental change, take calculated risks, and evolve as necessary.

More recently, as I’ve planned for a couple of Degreed Focus events, learning habitat has continued to surface as an important point. More evolved organizations react to the external environment by carefully crafting the internal habitat. Most of the things they do to create habitat fall within four major areas:

  • Consciousness. Learning organisms carefully craft messages and actions around the importance of employee development. They clearly define what it means to be developed in the organization, and they have a collective consciousness about how it will be done. Shared consciousness in an organization sets the tone for how important employee development will be taken. Leena Nair, CHRO of Unilever, makes this point with a recent tweet & LinkedIn discussion.
  • Use of work. As it turns out, no other animal in the animal kingdom, besides humans, gets classroom lessons on how to do their job. Learning most often happens in the flow of work, as recent research from Bersin and Bersin ideas from thinkers like Harold Jarche tell us. Learning organisms default first to the work for development.
  • Infrastructures. Infrastructures, including systems and processes, are the pathways by which learning organisms share information and do work. They are crucial because they can either encourage or greatly discourage progress and performance. Learning organisms are conscious of how their infrastructures, either encourage or discourage progress and performance and continuously make necessary adjustments.
  • Space. Physical and virtual space also affect how individuals learn. (I owe a conversation I had with Frank Graziano at Steelcase for sparking thinking on this topic; Read here for more.) While most L&D professionals understand the importance of the setup of a classroom, the idea of space in habitat goes beyond that. Learning organisms focus on ensuring the alignment and cohesiveness of physical and virtual spaces with work goals and employee development goals.

What habitats mean for L&D

The sole responsibility of L&D function is to ensure a skilled workforce. Hard stop. Habitat plays a large role in that. And focusing on habitat changes the job of the L&D function to a great extent. Aside from the obvious things, like a lesser focus on facilitation and content creation, establishing a deliberate learning habitat also requires several skills and capabilities that are likely unfamiliar to many L&D professionals.

Last week in Denver, around 50 L&D professionals joined together to figure out what some of those capabilities should be and how to use the idea of habitat to develop them in their L&D teams. We heard things like “ability to influence”, “marketing and communications”, “analytics and measurement,” and “virtual space design.”

We also talked about adapting more common L&D skills – facilitation, content creation, instructional design to broader tasks that help to create habitat. For example, could instructional design theory be applied to helping organizations design workflows in a way to help employees learn, and can skills that make a good facilitator be adapted to influence and build relationships with key stakeholders?

As we focus on habitats and their importance for the learning organization in the coming months, we’re going to continue to pick the brains of smart people. We want to find out not just what skills they need, but how they’re developing them.

Incidentally, this concept was presented at two Degreed Focus workshops on Learning Habitats and L&D capabilities in Denver and Dallas. You can access the materials used in this Degreed pathway.

This post, titled “Bees, Trees, Termites, Learning Habitats, and L&D Capabilities” was originally featured on the RedThread blog.

As many of you know, data handling standards continue to evolve around the world. With that comes big responsibility. Degreed is committed to being worthy of your confidence in that your information is safe with us.

In the business of learning, we’d like to shed some light on the state of data protection.

As of May 25th, 2018, all organizations that are a part of, or process the personal data of EU citizens, are required to comply with the updated General Data Protection Regulation (GDPR).

What is GDPR?
The General Data Protection Regulation (GDPR) is a regulation that is intended to strengthen and unify data protection for all individuals in the EU. This regulation gives more control to EU citizens over their personal data and becomes enforceable on May 25, 2018. The requirements are too lengthy to go into great detail, but in short, it allows users to explicitly opt-out of having their information gathered, sets stipulations regarding timely notification of data breaches, ensures right of access and erasure, data portability and a few other items. We are working with our Dutch counsel to understand the GDPR requirements and ensure Degreed remains on target to meet the compliance date.

What does this mean for our clients, prospects and colleagues?

Degreed is pleased to announce that it has obtained EU-US and Swiss-US Privacy Shield certifications effective March 6, 2018. This certification shows that Degreed adheres to the principles of both Privacy Shield frameworks, commitment to data protection and privacy for all users. Degreed also remains committed to reaching GDPR compliance in advance of the May 25, 2018 enforcement date.

We are committed to supporting the enterprise with GDPR requirements including:

  • notification of any security incident/data breach involving their users’ data,
  • ensuring safe transfer of data,
  • supporting enterprise with user requests to remove data, and
  • supporting enterprise user requests for portability/export data in cases

Degreed’s responsibility is to support the enterprise’s need to meet the requests of their users. Additionally, Degreed has entered into Data Processing Agreements which outline roles and responsibilities as well as shared obligations between Degreed and the Enterprise. It’s important to note that client organizations are still obligated to adhere to GDPR guidelines as the Data Controller, and Degreed has less direct obligations as the Data Processor.

Please reach out to your organization’s Information Security team for specific details to your organization and you can find more information here: https://gdpr-info.eu.

 

 

I work out of my house and I love it.  I love my commute of 10 steps vs my husbands 50 miles.  I love wearing pajamas from the waist down and quickly brushing my teeth at 4:00 p.m. when my husband comes home because I forgot.  One thing I don’t love about working from home?  Summertime.  With summer comes no school, with no school comes kids in the house, and with kids in the house there is no peaceful work environment.  Here starts every working persons nightmare known as “summer break” for those with children.

Every summer I am overwhelmed with answering the question, “How do you keep your kids busy all summer without taking out a small loan?”  If it were up to my kids, they would have a summer of unending computer time with occasional breaks to eat and sleep.  Last summer, I had the brilliant idea to take my two kids on a road trip and park it in the Midwest for a month and a half.  I had just bought a new car which had plenty of power outlet options to satisfy all your electronic device needs, and an open invitation from my sister some 1,200 miles away.

In my mind, I pictured a perfect opportunity to bond with my kids in which we would spend time playing car bingo, sing songs, deep conversations about what plagued my teenage son, and all the knock knock jokes I could manage from my ten-year-old.  My heart was full of joy to get a few days with the kiddos, they would have a fun summer adventure with their cousins, and I could work at a nearby coffee shop, uninterrupted, in my new remote, tranquil work environment.  This idea was brilliant.

After packing up the car with the necessities needed for a month in Iowa and enough food to feed a small army, I summoned my two kids to hop in the car.  I refused to let the argument between them about who got what seat and what pillow deter this epic Mother of the Year moment.  Deep down I believed this was going to be the best summer of our lives and a road trip we would cherish for years to come.  Car tank full of gas, husband hugged, cat fed, remote work station in backpack and we were off.

Ten minutes.  Ladies and gentlemen that’s all it took to dash my spirits.  Ten. Short. minutes.  Upon getting into the car, taking one picture, and backing out of the driveway, my kids had both put in their earplugs, laid down in their seats, and asked me to turn the music down.  I guess the car bingo and deep conversations would have to wait.

I was 450 miles into my northeast journey when I started struggling with being the lone driver.  My road trip playlist was on my nerves, kids were sleeping, and a flat Oklahoma highway was not the prettiest thing to look at.  I needed something to keep me awake and entertained by something that didn’t require cell phone service because I was in the middle of nowhere.  It was at this moment that my passion for podcasts was ignited.

For those that don’t know, a podcast is an episodic series of digital audio or video files which a user can download and listen to at will.  Podcasts have been around for years, but I discovered them when I started working for Degreed.

screenshot4Degreed also introduced me to other experts whom I might want to learn from. The ability to follow others that you would like to learn from, or who inspire you or have like-minded interests led me to  Kat Kennedy, Degreed’s Chief Product Officer. She was the first person I choose to follow and if you look at her profile, you instantly see that she is an avid podcast listener.  After listening to a few that she had consumed and liked, I started to explore, subscribe and recommend my own.  My favorites?  The Hidden Brain, Ted Talks Business, Ideacast, and Planet Money.

Back to the roadtrip! Failing to stay awake with my own personal rock concert of The Greatest 80’s Hits, I looked at my pretty new dashboard and saw the Podcasts app.  To be honest, I had completely forgotten about podcasts and as I started to scroll through all the ones my phone had downloaded for me over the past few weeks I felt my brain perk up.  I started with a Hidden Brain podcast called “Slanguage” in which Shankar Vedantam talked to linguist John McWhorter about feeling irked when people use literally vs. figuratively.  I then listened to Harvard Business Review’s “Dealing with Conflict Avoiders and Seekers” where I learned some tips to dealing with conflict in the workplace and how to defuse heated conversations (which, by the way, also works very nicely in a car at 10:30 p.m. between an adult and an unnamed teenager).

That day alone I listened to 10 podcasts which totaled almost five hours of drive time but, more importantly, learning time.  How do I know?  Because the first thing I did after checking into my hotel that night was to add all those podcasts to my Degreed profile.  I then proceeded to browse for more podcasts, videos, and audiobooks that would keep my kids and I entertained for the next two days.  Together (yes, together!) we listened to episodes about how Whole Foods Market, TOMS, and Rolling Stones were created. I learned from Adam Alter why our electronic screens are making us less happy, and what top athletes do to stay mentally tough.  And I know this because it is all captured in my Degreed profile, aligned to my skill development interests in creativity, personal growth and motivation.

Last summer’s road trip did not go as I originally had planned, but what I gained will stay with me forever.  I now have insight into what inspires me, I found an interesting and unique way to connect with my kids and I learned many things along the way.

As you go about your day, I encourage you to remember that although it may not be a course or formal learning, what is available to you informally, at your fingertips is very valuable articles, news, podcasts, videos.  And don’t forget to capture all the learning you do with a simple click on your mobile device in the Degreed app, so you can showcase to others and yourself what interests you, how you like to learn, and what topics are important to you.  Had Kat not captured her learning and shared her interests, I may not have found my own love of podcasts.  If you look at my Degreed profile, May and July of 2017 will show a spike in my learning activity – also capturing a time in my life that I will always cherish.

The Experience API (xAPI) is a technical specification that makes it easier for learning technologies to connect to each other. Basically, it’s a rulebook for how learning tools communicate about online and offline activities of an individual or group of people.

How does xAPI work?

We like to use a USB analogy to help describe how xAPI works. Your computer is likely equipped with a USB port or two, which means you can connect certified USB peripherals to your computer to transfer files, connect devices (e.g., printer, keyboard), or even back up data. As long as your computer’s manufacturer and the USB drive manufacturer formatted their equipment according to the USB specification, the equipment will work together.

The xAPI specification works in much the same way. If tools conform to the “rules” of the xAPI specification, they can, in theory, connect to different products (e.g., LMS, social learning platforms, learning experience platforms, etc.) and automatically transfer learning records. In all cases, there’s a Learning Record Store at the center receiving, storing, and returning the data as required.

Aren’t learning and business systems already able to share data?

Not really. Previously, most learning technologies had data locked down internally, allowing the information to be extracted only via CSV, custom connectors, or the SCORM specification.

CSVs require manual reporting work, custom connectors often take lots of time and money to build, and SCORM—though useful—is limited to very basic activity data from an LMS. xAPI eliminates these constraints.

Why do systems need to connect using xAPI?

First, without a standard format, systems are siloed, or trapped on their own islands of data. With xAPI, the info is communicated between systems with statements in an actor + verb + object format (i.e., “I did this” or “Lizelle wrote a blog.”)

Think about how many different types of sentences you can build with just those three parts of speech:

  • Actor (who)
  • Verb (did)
  • Object (what)

You’re capable of communicating quite a bit more than just scores, completions, and duration, right?

This opens up many opportunities for the types and complexities of experiences you can capture and report on. Especially if you consider that learning happens everywhere—across many devices, locations, both online and in the real world.

Stay tuned for part two where we will explore how to get started with xAPI and what to do with your learning data!


lizelleAbout the Author:
Lizelle Holstein is the Marketing Director at Watershed.

 

A huge thanks to Lizelle and our friends at Watershed for part 1 of this 2-part guest series.

According to the creators of Scrum and its body of knowledge, the Scrum Guide, Scrum is a simple framework for effective team collaboration on complex products. Scrum consists of Scrum Teams (a Product Owner, Development Team, and Scrum Master) and their associated events, artifacts, and rules.

scrum

As successful organizations continue to nurture their ability to deliver with greater agility, they are increasingly turning to the Scrum framework to improve the way their teams work.  When applying Scrum, teams work together to continuously inspect and adapt how they work.

Even more good news

Scrum.org and Degreed have partnered to make learning and developing your Scrum skills even easier! The agreement will enable enterprise employees with a subscription to Degreed to learn general Scrum topics and those specific to their roles on the Scrum Team, helping organizations and individuals deliver higher value products.

By partnering with Degreed, Scrum.org has opened up an avenue for individuals on Scrum Teams to evaluate what they know (inspect) and continually learn (adapt) to enable continued professional growth.

“We are excited to have found a partner in Degreed who, like us, is focused on improving how people work in professional environments,” said Joel Lamendola, Vice President of Business Development of Scrum.org.  “By partnering with Degreed, we can bring Scrum learning paths to individuals within their enterprise clients to help those individual Scrum Team members become more effective in how they work within their Scrum Teams.”

To learn more about scrum and visit Scrum.org for further information on the organization’s Professional Scrum assessments, training, and global community; follow us on Twitter @scrumdotorg and read more from our community of experts on the Scrum.org blog.

User-Generated Content (UGC)

Short for user-generated content, UGC is the term used to describe any form of content such as video, blogs, discussion forum posts, digital images, audio files, and other forms of media created by consumers or end-users of an online system or service and is publicly available to others consumers and end-users.

“UGC – user-generated content.” Beal, Vangie. Webopedia. February 2018. IT Business Edge. https://www.webopedia.com/TERM/U/UGC.html (accessed February 2, 2018).


In a Learning & Development context, user-generated content (UGC) is unofficial educational content created in one person’s area of expertise for others to learn from. UGC can be an article, a video, an infographic, a chart, or any other representation of information.

Some UGC is internal, on your company intranet or wiki sites. Other UGC is public, on sites like YouTube or Medium that allow users to share content they’ve created. If you choose to use UGC, you can rely on internal content, or curate public UGC.

UGC can help you promote peer learning and learning with technology. Internal UGC transforms employees’ institutional knowledge to collective wisdom distributed throughout your company. You no longer need to limit your L&D offerings to topics you have instructional design time for. SMEs can recommend public UGC when it exists or create UGC, freeing your L&D team to focus on the highest-value skills your organization needs.

Next post: Resource

Today is a milestone for us as we announce $42M Series C financing, along with new executive roles for David Blake and Chris McCarthy.

First, though, a huge thank you. We are incredibly grateful not just to our investors, but to all of you – our employees, our clients, our partners, and our families and friends – for supporting us in this journey, for sharing our vision, and for helping Degreed to get this far. I am excited and humbled, then, to share the details of our this funding and what that means for our product, clients, and team.

Our strong history

In the spring of 2013, Degreed raised $1.8M in a Seed Round from top investors in the world of business, venture capital, and edtech, including Deborah Quazzo, Mark Cuban, Mike Levinthal, Chris Eyre, Larry Rosenberger, Kaplan, and Walt Winshall. Since then, we have raised $32M more in our Series A and Series B financings, which added Jump Capital, Signal Peak, GSV Acceleration and Rethink Education to our investor list.

Mark Cuban explained his excitement about Degreed nicely. “Degreed allows organizations to inventory their existing employees, train them, and track it all,” he said. “And, when employees do have external training or experience, have the company give them credit for it—I think that’s critical.”

This $42M Series C financing brings our total funding to $75M. It was co-led by Owl Ventures, a fund that invests in the world’s leading education technology companies, and Jump Capital. Founders Circle Capital, along with existing investors, GSV Acceleration Fund and Signal Peak Ventures, also participated.

Why? Because “this methodology evolves the traditional learning model to today’s social environment through increased interaction and engagement,” said Paola Mazzoleni, the Chief Human Resources Officer at Tenaris, one of our customers. “Employees have autonomy and accountability in defining and designing their development plan to reach their professional goals; they are investing in their future.”

Our experts

At the beginning of 2013, Degreed was a team of five people. Today, we are 150 strong and growing weekly. Each of our employees are driven by a respect for the company principles and the desire to provide our clients the best experience possible. And we’re all guided by 12 core  principles:

  1. Balance
  2. Moderately flat
  3. Equality
  4. Empathy
  5. Flexibility
  6. Dedication
  7. Family
  8. Excellence
  9. Candor and coachability
  10. Transparency
  11. Learning
  12. Mission-first

Focusing on these values allows each member of our organization to be intentional about our time. We believe operating this way has set the foundation for healthy tension, growth and most importantly, trust among teams.

IMG_1044
As we continue to pursue our founders’ original vision, a portion of the proceeds from this funding will also be used to expand on Degreed’s newest product, Degreed Skill Certification – the world’s first system to both certify and rate any skill. To guide those efforts, Blake, Degreed’s co-founder, has taken on a new role as Executive Chairman. Blake and the Degreed board named Chris McCarthy, formerly Chief Operating Officer, as the company’s new CEO, to lead the continued growth of the company and its award-winning learning platform.

“Keeping people’s skills in sync with fast-changing markets is the biggest challenge of our time,” said Chris McCarthy, Degreed CEO. “That’s why Degreed exists. We believe there’s a better, smarter way to help everyone keep their skills sharp for whatever’s next, to measure their progress as they grow, and to communicate their readiness – both to current and future employers.”

Our future

Innovation has always been our focus, and throughout our history, that’s been a key attraction for many of our clients. And it’s working. Nine out of 10 clients agree they’re building more productive learning cultures, they’re adapting to shifting business needs faster, and they’re investing in L&D more efficiently.

“Our people are our competitive advantage and Degreed is further optimizing the way that we address current skills and development needs in the short term, and how that will translate to performance as part of our longer-term strategy,” said Sarice Plate, Senior Director of Global Talent Acquisition and Development at Xilinx, another one of our clients. “Our learners are no longer having to guess at what’s quality or what might benefit them.”

With this new war chest, we are planning to develop new features and functionality that will improve the client and user experience, including:

  1. Best-in-class learner experience with AI-powered content curation – making Degreed the daily learning destination for all of our clients.
  2. The ability to unlock the ultimate currency of learning (skills) across each enterprise, along with the ability to enable targeted and curated skill development – fueling career mobility for all.
  3. Enabling an ecosystem of HCM technology and content partners, empowering our channel to build and expand business with Degreed and with our customers.

“We face the biggest challenges humanity has ever encountered,” our co-founder and Executive Chairman, David Blake, likes to say. “We need extraordinary experts to solve those challenges and make the unthinkable reality. Experts who can heal, discover, challenge, and advance.”

The future depends on our commitment to be our best selves and discover our own personal missions. To become experts—each of us. The challenges of the future won’t care how you became an expert, just that you did. And that you made a difference.”

Thank you for joining us on this rewarding journey. We look forward to what the future holds, for all of us.

I have been around in the learning space for approximately 25 years and been known to make my share of assumptions, quick judgments and mistakes. I have also been known to be very excited and passionate about learning. I have been privileged to be a part of some incredible learning journeys that had lasting impacts on organizations, and also ones that have been a failure. I am here to share some of my most valuable lessons with you.

One of the common threads in the demise of a corporate learning rollout (guilty!) is a myopic view of communications, course descriptions, and change management approaches.  So much is focused on the corporate initiative and why this will be good for the company and so little is really focused on the employee.

From a learning veteran, here are 3 lessons learning leaders could adopt to be more successful with initiatives.

  1. It’s not you… But it is.

When we roll out new tech, all the employee hears is “another program that we will get excited about for the next several months and then it’s just another program.”  You know you’re guilty of a one-dimensional launch when you hear the dreaded excuse: “I don’t have time for learning.”  Employees are really telling you “I don’t see value in taking time.” It’s the same thing you heard when your High School love broke up with you – “It’s not you, It’s me.”  But really, it is you. When bringing in something new, be sure to highlight the value to the employees. Over and over again.

  1. So you’re sayin’ there’s a chance.

We know it – our employees can be selfish. Most of the time, we’ve got one shot to get it done right. If not, it’s very hard to get them back again.

The solution? Everything you do from the beginning of your learning program needs to be marketed solely to employees. I mean EVERYTHING! The communications and change management efforts but also when you are building out governance. Make sure you focus on the employee in your learning descriptions and /or anything from your program that requires your learner to take action.

Ask yourself these 3 questions:

  • If your life depended on someone opening this course, how would you market it to your learner?
  • Does your course description sound fun and interesting?
  • Does it sound like another corporate learning course that will put you to sleep in 2 minutes and ask you a bunch of irrelevant questions that will make you feel stupid?

Employees are judging the book by the cover but you have the power! You are the one that has the ability to get them to buy what you are selling.

  1. You don’t know Jack. Or Jane.

Research. Ask them. Find out what attracts them, and then do it! “Customer is always right,” right? The success of all your efforts is based on getting them excited about your new program and once it’s not new anymore. Bring sexy back!

The world of learning can be a wonderful place – you just have to open their eyes. I hope this lesson inspired you.

Thousands of dollars.
Thousands of hours of training and preparation.
A team of experts who offer support.

All those resources boiling down to a few hours of performance with limited results: a win or a loss. Sound like a situation we in Learning and Development know too well? How about every time we create a course or formal training.

So, what can learning learn from these exceptional Olympic athletes? You don’t become a world-class expert from one training session.

Mikaela Shiffrin, a 22-year old alpine skier currently competing at the 2018 Winter Olympics, strapped her first pair of ski boots on at the age of 3. Now 22-years old, she’s been practicing for 19 years. Her success comes from many things, including incredibly hard work, and a variety of activities.

According to The New Yorker, she starts her days with a 10-minute warm-up on the stationary bike and stretching. Interval training is a big part of her training, Strength training is a major focus of her program, including circuits filled with sprints pushing and pulling a weighted sled, squats, rowing machine work, and skating on a slideboard. But that’s not all. She also spends time working on her balance and…wait for it… sleeping! She sleeps nine hours each night, on average, and naps every single day.

As proven by Mikaela, achieving Olympic glory requires mastery, over time, using a variety of techniques, repeated in a variety of intensities and even locations. This recipe serves as an example of how employee learning should look: varied, available in multiple formats, and based on the individual.

According to Degreed, the learning journey is similar.

Degreed was founded on the idea that we build our skills over a lifetime, stitching together a variety of experiences. It takes courses and books, articles, videos and podcasts. It also takes lots of searching, practice, trial, and error. And perhaps most meaningful is the guidance, feedback, reflection and coaching along the way.

So what does this mean for L&D Managers and organizations?

Learning happening in a variety of ways means we have to support a variety of modalities to keep our employees engaged.

Much like training for the Olympics, there isn’t one magical system to create greatness. You need an integrated ecosystem that approaches training and learning from different areas.

These ecosystems often include LMSs, but they are increasingly supplemented by solutions for curating open resources, managing micro-learning and automating feedback.

The near future of learning technology is here, and intelligent networks of tools, content, systems, people, and data all working together to empower your workforce to be world-class. To help them learn better, faster and more cost-effectively.

For advice on how to pick the right tools for the job, check out Degreed’s Innovator’s Guide to the Near Future of Learning Technology.

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