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.