Is your organization ready for a digital transformation of training?

After years of digitally transforming online learning and training programs for organizations the Pure & Applied team voted to double down on a core and shared value “sustainable learning”. For our team this meant no more “one-off” learning experiences or “one-off” learning investments. Rather, we want the training programs that we develop to have the greatest impact by living beyond the day of delivery, enabling ongoing learning and reflection, and by growing and adapting with an organization over time. A commitment to sustainable learning is a commitment to organizational resilience.

Before moving forward, we do want to clarify that digital transformation of training doesn’t require that organizations no longer offer in-person training and learning experiences – which people and organizational cultures still need and thrive on. Rather, we believe that even those in-person workshop investments can and should be able to live on beyond the day of delivery, maximizing impact.

What does a digital transformation of training look like for an organization?

The transition from in-person and live virtual training to self-paced and independently accessible training can go many different ways all depending on what’s best for your end-learners. Here are a few options to give you some ideas:

Microlearning Sites:

• Microlearning delivers bite-sized content, typically lasting around 10 minutes. These concise modules focus on specific skills or concepts.

• Consider creating a microlearning platform where employees can quickly acquire knowledge during short breaks or downtime.
  

eLearning Courses and Academies:

• An eLearning catalog offers a diverse range of courses. Learners can choose topics aligned with their interests or job roles.

• These self-paced courses allow employees to build skills independently, fostering a culture of continuous learning.
  

Blended Learning Programs:

• Combine the best of both worlds: online content and live interactions.

• Host virtual workshops, webinars, or coaching sessions alongside eLearning modules. This hybrid approach balances flexibility with real-time engagement.
  

Cohort-Based Online Learning:

• Social learning is powerful. Cohort-based programs bring learners together in a virtual environment.

• Leverage a Learning Management System (LMS) to facilitate group discussions, collaborative projects, and peer support.
  

Certification Programs:

• Certifications validate expertise and enhance credibility.

• Use certification programs for compliance training, specialized skills, or revenue generation.

• Rigorous assessments ensure learners master essential competencies.
  

Resource Libraries and Content Management Systems (CMS):

• Resource libraries within a CMS or educational website serve as centralized repositories. They house a variety of learning materials, including articles, videos, and infographics.

• These libraries empower learners to explore topics at their own pace, making knowledge accessible anytime, anywhere.

Benefits of a digital transformation of training

For those considering making such a transition, there are many substantial benefits to digitally transforming how an organization delivers training, including:

Cost savings 

Digital training eliminates the need for travel, accommodation, and other associated expenses, which can result in significant cost savings for the organization. Digital transformation of training means that you keep a recording of training reducing the need for one-off workshops.

Personalization

Digital training can be tailored to meet the specific needs of your learners, which can increase engagement and improve learning outcomes.

Enhanced engagement 

Digital training can incorporate interactive elements such as quizzes, games, and simulations, which can increase engagement and retention. Online communities of learning can add a social learning dimension to any training, including peer learning, mentorship, internships, and apprenticeships.

Improved tracking and reporting 

Digital training platforms provide real-time tracking and reporting, which allows organizations to monitor learner progress and identify areas where additional support may be required. It also enables efficient reporting to leadership and funders.

Increased accessibility 

Digital training can be accessed from anywhere at any time, which makes it more convenient and accessible to busy and diverse learners.

Scalability 

Digital training can be easily scaled to accommodate large numbers of learners, which makes it an ideal solution for organizations with geographically dispersed teams.

Flexibility 

Digital training can be delivered in different formats, including videos, webinars, podcasts, and e-learning modules, which provides learners with greater flexibility in how and when they learn. Greater opportunity for any-time learning and work-integrated learning.

Build your own online learning library (and Intellectual Property)

When you make the move to digitizing your professional development whether it’s in-house or sourced from a consultant or vendor, you build your own catalog of content over time. With careful thought and strategizing, you can build certification pathways for learners to build skills sets. A proprietary library of educational content also brings the opportunity to generate additional value (revenue) for your organization.

Digitally transforming how an organization delivers training can result in significant benefits, including increased accessibility, cost savings, scalability, personalization, flexibility, improved tracking and reporting, and enhanced engagement.

Digital Transformation of Learning Readiness

How can you know if your organization is ready to change the way you deliver training? You may be ready if you have:

A clear understanding of your training goals and objectives: An organization should have a clear understanding of what they want to achieve with their training programs before embarking on a digital transformation. This will help them to identify the right digital pedagogies, tools and platforms that can help them achieve their training goals.

Access to the necessary technology and infrastructure: Digital transformation requires the use of technology, so an organization should have access to the necessary hardware, software, and infrastructure to support the delivery of digital training programs.

A culture that supports digital transformation: Organizations that are ready for digital transformation should have a culture that supports change and innovation. This includes a willingness to experiment with new technologies and processes, and a commitment to continuous learning and improvement.

Access to a team that is skilled in digital technologies: An organization needs a team that is skilled in the use of digital technologies and can develop and deliver digital training programs that are effective and engaging. The team should have the ability to monitor, track and improve the program over time based on the learning analytics and learner feedback. Want to learn more about how Pure & Applied can be this team for you? Learn more about our Digital Program Management services.

A willingness to invest in digital transformation: Digital transformation requires an initial investment of time, resources, and money. An organization should be willing to invest in the necessary technologies, tools, and training to ensure the success of their digital transformation initiatives.

Once an organization has these key elements in place, they may be ready to embark on a digital transformation of their training programs.

Considering making the transition? Talk to us about how we can help make your transition smooth and celebration-worthy.

Select a time to talk to one of our founders.