Driving Business Outcomes with Modern Learning Ecosystems
As not to just leave the idea of the LMS as being totally outdated, a number of innovators in the Learning & Development (L&D) industry suggest “AND” NOT “OR” some other system. Acquiring a LMS not as an annual or 3 year exercise, but as an exercise in helping to drive business outcomes (connected); business metrics vs busy metrics/ “butts in seats”.
“Modern L&D Ecosystem” vs a scalable, standardized and efficient LMS
Think in terms of a “Modern L&D Ecosystem” vs a scalable, standardized and efficient LMS (what the company wants). Q1. How are people actually learning? (21% from LMS). Q2. Are our acquisitions (LMS) actually tied to the business outcomes? Survey says, “no,” only 5% are indeed tied to the business outcomes.
Integrate, Personalize, Curate, Collaborate and Motivate
Integrate, Personalize, Curate (mix/make experiences matter), Collaborate and Motivate (consider what employees also want to learn, e.g, career enhancement).
Conclusion
So approach the acquisition of learning not from a features or capability point of view totally as LMS can be a central compliance tool, but from an ecosystem point of view that also considers single sign-on, relevance, compliance, formal, informal and how people actually learn.
All of my questions settled-thanks!
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In conclusion, a few take aways from the evolving role of the CTO and last thoughts on the modern L D ecosystem; from Dr. Elkeles– understand the disruptors, give great feedback, give personalized service to both customers and employees, utilize human capital analytics, understand our organizationās value, create a compelling workplace, look for opportunities to embed culture into the employee and thus organization, be proactive problem solvers, understand the key talent focus areas and understand what both our ātalent risksā and effective talent outcomes are.
This is good information, please elaborate. disruptors, personalized service, opportunities to embed culture…
/r
Wm
Erica, thanks for the comment. Having written the article, I do understand that learning and development professionals get this information and want to make change work– however, they also have difficulty with organizational processes, C-Suite and management in trying to implement such changes as I mentioned. If it was easy, everyone could do it! Your comments energize me to keep trying, thanks again!
You are most welcome, always looking forward to feedback!