Chief Learning Officer – CLO Media https://www.chieflearningofficer.com/ Chief Learning Officer is a multimedia publication focused on the importance, benefits and advancements of a properly trained workforce. Thu, 14 Mar 2024 17:26:39 +0000 en-US hourly 1 https://wordpress.org/?v=6.4.3 https://www.chieflearningofficer.com/wp-content/uploads/2022/04/cropped-CLO-icon-Redone-32x32.png Chief Learning Officer – CLO Media https://www.chieflearningofficer.com/ 32 32 CLO Symposium 2023: Why Be a Unicorn When You Can Be a Legend? https://www.chieflearningofficer.com/2024/03/18/clo-symposium-2023-why-be-a-unicorn-when-you-can-be-a-legend/ https://www.chieflearningofficer.com/2024/03/18/clo-symposium-2023-why-be-a-unicorn-when-you-can-be-a-legend/#respond Mon, 18 Mar 2024 06:00:00 +0000 https://www.chieflearningofficer.com/?p=130891 Learning leader Patrick Sutton discusses legendary leadership during his 2023 CLO Symposium FASTtalk.

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“For me, 2020 was a discovery, an understanding of what kind of leadership do I have, what kind of leader do I want to be and, really, what do I want to do?” said Patrick Sutton, then head of people and culture at Olly Olly, during his FASTtalk at the 2023 Chief Learning Officer Symposium in San Diego.

Sutton’s FASTtalk, “Why Be a Unicorn When You Can Be a Legend: Becoming a Legend in Your Leadership,” was the second of two FASTtalks held during this CLO Power Hour session on the afternoon of October 16.

At the tail end of 2020, Sutton, who had been with a company he loved for about 10 years, found himself without a job due to layoffs in L&D/HR. But in the process of taking a few weeks to reset and beginning his job search and the recruitment process again, he began to reflect on what his strengths are, what he brings to the table and what great leaders have in common.

“I started to reflect on people like Steve Jobs and Dr. Maya Angelou and the late James Baldwin, these amazing writers, innovators, game-changers for the world,” he said. “And I thought, looking at these three people … these people were not ‘unicorns.’ These people were legends … because we’re still talking about them. When I think about how we lead and develop people, what we are trying to move into, what we are creating, is legendary leadership.”

It’s the work that we do, the people who we impact and the stories that we share that make us legendary, Sutton said.

Interested in watching this full session? “Why Be a Unicorn When You Can Be a Legend?” and all other 2023 CLO Symposium sessions are available on-demand now.

Chief Learning Officer also invites you to join us at the 2024 CLO Symposium October 21-21 in Tucson, Arizona.

Photo courtesy of Brant Bender Photography.

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Case study: SAP employees grow, upskill with Pluralsight’s learning platform https://www.chieflearningofficer.com/2024/03/15/case-study-sap-employees-grow-upskill-with-pluralsights-learning-platform/ Fri, 15 Mar 2024 06:00:00 +0000 https://www.chieflearningofficer.com/?p=130114 Pluralsight content provides SAP with the high-level skills it needs for future success. organizations.

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Learning Insights: Chantelle Nash pioneers the modern learner experience https://www.chieflearningofficer.com/2024/03/14/learning-insights-chantelle-nash-pioneers-the-modern-learner-experience/ https://www.chieflearningofficer.com/2024/03/14/learning-insights-chantelle-nash-pioneers-the-modern-learner-experience/#respond Thu, 14 Mar 2024 06:00:00 +0000 https://www.chieflearningofficer.com/?p=130745 Chantelle Nash, director of digital HR experience at Baker Hughes, discusses the power of corporate learning and key lessons she’s picked up throughout her career.

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Chief Learning Officer’s “Learning Insights” series is dedicated to showcasing the thoughts and career journeys of chief learning officers and learning executives — the tireless trailblazers who are transforming the landscape of corporate learning and workforce development. In this Q&A series, we garner strategic insights, innovative approaches and challenges overcome from visionary leaders worldwide.

What initially drew you to a career in L&D, and how have your experiences evolved over the years?

Writing and speaking always came naturally to me, and I was going to school for business communication while also working my first job in college. At that job, I realized a lot of the mistakes and lack of performance were essentially the result of a lack of communication (in a broad sense) around job responsibilities and standards. Learning and development rose to the top of my priorities as the perfect way to address inefficiencies in the workplace; I declared it as my minor and started learning whatever I could to begin implementing strategies into my role at the time — which was at a local veterinary hospital where I initially just cleaned kennels.

Of course, over the years it became clear that even the best L&D initiatives do not end with “perfect” results. Organizations are complex. I’ve since worked with a variety of global companies and honed a wide range of skills that are critical for success as part of L&D initiatives — change management, product management, marketing, technology and data and analytics, to name a few.

What key initiatives have you implemented as a learning leader to drive employee development and foster a learning culture?

During my time at GE, we created a platform for digital learning to scale the best-in-class leadership development experiences employees traditionally received on the Crotonville campus. This was a really hard sell because, of course, you can’t replace face-to-face experiences with virtual ones. But that was never the intention; it truly is not which format is better, but what is most effective for the needs of the employee at a given point in time. Our digital learning strategy became all about a culture of continual learning and supplementing learning “events” with “learning every day,” with the same access to quality resources you would expect in a classroom. We also aimed to instill a mindset of being the architect of your own career and empowering employees to take a growth mindset to develop themselves and find solutions to everyday problems.

What is the most impactful learning program you’ve introduced in your organization, and how has it contributed to employee growth and business success?

The CORE community has been the most impactful for Baker Hughes. It combines a self-directed, digital and social approach to employee development, centered around the company’s values and behaviors, and has really helped Baker Hughes grow both current and upcoming leaders. The accessibility we’ve been able to provide through virtual live events has even resulted in employees working offshore being able to participate. Others have shared their community projects with their teams and the results they had on their business. Employees are earning badges that they share publicly, which strengthens Baker Hughes’ brand and leadership in the employee development space. We are making true progress toward becoming a learning organization, and additional programs are starting to be conceived as a result.

What is a common misconception people might have about the L&D function, and how do you address it?

One: That L&D is still a “fluff” function, makes things “pretty,” you don’t need a lot of experience to be an L&D professional. I hope that misconception is dying, but I think it still exists.

Two: That L&D is only about objectives, instructional design, and other traditional elements instead of expanding it to include technology acumen or communications.

Three: That L&D initiatives can and should always be tied to hard business results to be valuable (revenue, cost savings, etc.). While you absolutely should focus on business issues to solve for, sometimes you cannot quantify it in business terms. For example, creating guides for employees to know how to easily navigate a system could help improve productivity and save overall time costs related to that process, but that’s not accepted as hard business cost savings. That doesn’t mean it’s not worthwhile! A holistic approach to evaluating L&D needs to be adopted to truly understand the full impact beyond traditional business metrics (engagement metrics can be fantastic leading indicators for where to focus internal development strategies next, for example).

What excites you the most about the future of workplace learning, and how are you preparing your organization to adapt to the changing landscape?

I’m excited for workplace learning to be so integrated and streamlined as part of the employee experience that it doesn’t have to even be called “learning.” It will simply be how we work, the process of finding information and solving problems that inherently uses learning behaviors and skills — just like how we adapt and make micro-decisions in our daily lives outside of work.

I’m preparing our organization for this by pushing our teams to think holistically about our projects, how they each impact each other and how to think from the employee’s point of view, whether it’s developing a UI or communicating a change. For example, employees don’t know (or care) that maybe three different teams support the intranet, the helpdesk and the learning site. But they know when that journey feels disjointed or confusing as they move between tasks, and it’s our job to work as one and deliver a streamlined experience.

What essential qualities or skills make a successful L&D leader, and how do you cultivate these traits in yourself and among your team?

Having a multidisciplinary skillset and being able to work cross-functionally, not just because of the relationships you’ve built, but because you have an understanding of others’ goals and processes. Cultivating these traits is very simply a matter of curiosity. If someone is pushing back on you, ask questions. What does their workflow look like? What constraints do they have? Who do they have to answer to? This type of collaboration allows you to become well-versed in a variety of business processes even if you’re not the expert, which means: A) you can better consult and advise on solutions with others requesting your support, and B) you can start to see around corners and better prepare in advance to work more effectively.

What game-changing advice would you offer if you could go back in time and mentor your younger self?

This is a tough one because the things I learned over time and through mistakes made me a better version of myself today. If I had to say something, it would be to get more technical expertise early on, knowing now how technology-driven the world is. I know enough to be dangerous, but I’d like to add more value there. The only problem is that I want to do it all, and there isn’t enough time in the day (or cells in my brain!)

What do you feel is currently the single biggest challenge facing L&D professionals and the industry as a whole?

As I mentioned earlier, the value of L&D is measured in multi-faceted ways, but companies run on money. There needs to be a much bigger focus on how employee engagement, streamlined employee experiences and a positive employer brand add value and make a company successful, even if it’s not “this L&D solution made us X dollars.” We all know that brand strength matters, but how does one quantify the “it” factor that causes someone to choose Starbucks over a local coffee shop (or vice versa)? Is it the location, the quality of the product or the price? It’s usually a lot of things that are continually tracked over time to provide insight into the directional strategy, which ultimately works in concert with operational excellence and your traditional business processes to be successful.

We’re always looking to showcase innovative tools and technologies. Can you share one work or learning tech product or platform that has significantly improved your work processes and why you find it valuable?

Airtable! The way it has helped us automate workflows is so valuable. We created team directories where managers receive an e-mail when someone’s birthday is coming up, tracked steps of a process and ensured that team members were notified when it moved to the next step (like an editorial calendar, for example), managed a complex budget by tagging spend to categories, creating reminders when renewals are coming up, tracked user research interviews, managed editorial process and communications publishing calendar, documented test cases and results for new system implementation, complete with a site map we were able to generate through the tool and even creating event calendars with specific views so back end staff could simply mark something as “ready” to make it public to a user.  The efficiencies it has provided us have made our teams so much more productive.

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The power of language: Transforming global business expansion https://www.chieflearningofficer.com/2024/03/11/the-power-of-language-transforming-global-business-expansion/ https://www.chieflearningofficer.com/2024/03/11/the-power-of-language-transforming-global-business-expansion/#respond Mon, 11 Mar 2024 17:24:58 +0000 https://www.chieflearningofficer.com/?p=130862 Discover how language learning can enhance employee skills for global competitiveness, create a more inclusive and diverse workplace, drive employee engagement and retention, and more.

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In the rapidly evolving landscape of global commerce, mastering multiple languages has transformed from a competitive edge into a fundamental necessity for businesses aiming to expand their reach beyond local borders. The intricacies of language and cultural competency are indispensable tools for any organization seeking to make a meaningful impact in new markets. These skills facilitate clear and effective communication and embody a deep respect for the diverse cultures that companies wish to engage with. 

Businesses can significantly enhance their customer service by prioritizing language learning, ensuring that every interaction is tailored to meet the unique needs and expectations of different cultural contexts. This commitment to understanding and adapting to various linguistic landscapes fosters trust and loyalty among potential and existing clients, laying a solid foundation for long-term success in the international arena.

The role of comprehensive language learning platforms, like Rosetta Stone, cannot be overstated. By offering a dynamic and immersive learning experience, Rosetta Stone enables businesses to efficiently equip their teams with the linguistic skills necessary to navigate the complexities of global markets. Whether it’s through facilitating smoother negotiations, enabling the customization of marketing materials to resonate with local audiences or simply enhancing day-to-day communication within a multilingual workforce, the benefits of such platforms are manifold. 

Moreover, Rosetta Stone‘s approach to language instruction — emphasizing practical communication skills and cultural fluency — ensures that learners are proficient in a new language and sensitive to the cultural nuances that can make or break business relationships in a global context. This strategic investment in language learning underscores a company’s commitment to global expansion, demonstrating a readiness to engage with the world thoughtfully and respectfully. 

For businesses looking to thrive in the global marketplace, exploring the solutions offered by Rosetta Stone is an essential step toward achieving linguistic proficiency and cultural competence.

Enhancing employee skills for global competitiveness

In today’s globalized business environment, proficiency in multiple languages is critical for companies aiming to enhance their competitive edge and foster talent development across borders. Language training programs serve not only as gateways to unlocking new business territories but also as catalysts for personal growth among employees. By investing in language education, such as the immersive learning experiences offered by Rosetta Stone, businesses can equip their workforce with the necessary skills to communicate and connect with international markets effectively. This proficiency in foreign languages enables employees to tailor company messaging, packaging and pricing strategies to meet the nuanced demands of diverse markets, thereby optimizing customer engagement and driving sales growth on a global scale.

Moreover, the role of language skills extends beyond mere transactional interactions; it encompasses building trust and rapport with clients and colleagues from various cultural backgrounds.

For example, bilingual employees can navigate complex negotiations, mediate cross-cultural misunderstandings and foster a more inclusive workplace environment. This bolsters the company’s reputation in international markets and significantly contributes to employee retention and job satisfaction. 

As employees feel more valued and equipped to take on global assignments, they are more likely to stay committed to the company and pursue long-term career development within the organization. Thus, by prioritizing language training, businesses are enhancing their global market penetration and investing in the professional growth and satisfaction of their workforce, laying the foundation for sustained international success. 

Discover how Rosetta Stone can transform your business’s language learning and talent development approach.

Leveraging language diversity for organizational growth

In the realm of global business, embracing language diversity transcends beyond mere translation of communication materials; it is about fostering an environment where diverse cultural backgrounds and languages are viewed as a rich tapestry that adds value to the organization. This approach is fundamental in creating an inclusive workplace culture that respects and celebrates the nuances of local cultures and customs. 

When employees see their languages and cultures represented and respected within the company, it boosts their morale and enhances their sense of belonging and loyalty. Bilingual or multilingual employees, in particular, are invaluable assets in this context. They bring a deeper understanding of cultural subtleties, crucial for tailoring product communication and marketing strategies to suit diverse markets effectively. This nuanced approach to product localization can significantly enhance a brand’s appeal in international markets, demonstrating a genuine commitment to cultural sensitivity and inclusion.

Moreover, implementing corporate language training programs is a strategic investment that directly contributes to organizational growth. Programs like those developed by Rosetta Stone equip employees with the language skills necessary for global business communication and signal a company’s dedication to employee development and cultural competence. Such initiatives can lead to higher employee engagement, as individuals feel valued and supported in their personal and professional growth. 

Furthermore, these programs can significantly impact retention rates globally, where the ability to communicate across cultures and languages is paramount. 

By investing in language and cultural training, companies not only enhance their competitive edge in global markets but also cultivate a workplace environment that is diverse, inclusive and conducive to innovation. Explore how Rosetta Stone can empower your business to build a more inclusive and diverse workplace.

Driving employee engagement and retention through language learning

Corporate language training programs transcend the mere acquisition of vocabulary and grammar; they serve as a cornerstone for cultivating a work environment steeped in mutual trust, respect and cooperation. When employees feel valued through personal and professional development investments, such as language training, they are more likely to exhibit higher levels of engagement and loyalty to the company. This is particularly true in global companies where understanding and respecting cultural differences is paramount. 

For instance, a multinational corporation implementing language training programs tailored to its diverse markets’ specific languages and cultures demonstrates a commitment to inclusivity and diversity. This fosters a sense of belonging among employees and strengthens their ability to connect with clients and colleagues worldwide, thereby enhancing collaborative efforts and customer relations.

Moreover, the strategic implementation of language training, spearheaded by local leaders, significantly bolsters a company’s expansion and operational success in new and diverse markets. By empowering employees with the language skills necessary for effective communication, companies can navigate the complexities of international business with greater ease and confidence. This approach not only aids in breaking down linguistic barriers but also enriches the corporate culture with a global perspective, making the workforce more adaptable and innovative. 

Rosetta Stone‘s immersive language learning solutions exemplify how language proficiency can be seamlessly integrated into corporate training programs, offering employees a valuable tool for personal growth and contributing to the overall success of global business strategies. Through such comprehensive language learning platforms, companies can ensure their employees are well-equipped to meet the challenges of global communication head-on, leading to improved international collaboration, customer satisfaction and business outcomes.

Strategies to overcome language barriers in a globalized world

Language barriers pose a formidable challenge in global business, often leading to conflicts, misunderstandings and power imbalances within multinational corporations. The nuanced complexities of language affect day-to-day communication, broader strategic initiatives and the ability to operate effectively in diverse markets. Therefore, the pursuit of language fluency emerges as a critical strategy for companies aiming to establish a competitive edge on the international stage. 

Comprehensive language training programs, such as those offered by Rosetta Stone, play a pivotal role in equipping employees with the necessary language skills to navigate the intricacies of cross-border negotiations and collaborations. These programs are designed to foster linguistic competence and cultural understanding, thereby enhancing the overall efficacy of global business operations.

Moreover, integrating effective language training programs into corporate strategy underscores a company’s commitment to proactively addressing communication challenges. As research highlights, the repercussions of language barriers extend beyond immediate communication issues, influencing commerce, innovation activities, and even the strategic decisions related to the expansion and location of multinational enterprises. Businesses can mitigate these challenges by prioritizing language learning and proficiency, fostering a more cohesive and collaborative international work environment. This strategic focus on overcoming linguistic hurdles through targeted training initiatives facilitates smoother international operations and signals respect for the diverse cultures and languages comprising the global business landscape. 

Encouraging employees to explore and embrace language learning opportunities offered by platforms like Rosetta Stone can significantly eliminate communication barriers and empower businesses to thrive in a globalized world.

Leveraging language skills for enhanced global market penetration

The strategic advantage of multilingualism in global business expansion cannot be overstated. When companies venture into new markets, the ability to communicate in the local language facilitates not just basic transactions but also the nuanced understanding of cultural expectations and consumer preferences. This linguistic competence enables businesses to tailor their product offerings more effectively, ensuring they resonate with the local population.

For instance, a company expanding into Japan might leverage bilingual employees to adapt its marketing strategies to align with Japanese communication styles and societal norms, significantly improving customer engagement and loyalty. Furthermore, the linguistic distance between the home country and the new market can determine the success of such expansions. Businesses that navigate these linguistic and cultural differences often see a smoother entry into new territories and a stronger foothold as they grow.

Employees with both language skills and cultural insights are invaluable assets in this context. They enhance communication with local clients and contribute to creating a diverse workplace that respects and integrates multiple cultural perspectives. This diversity fosters innovation and creativity, propelling the company in a competitive global landscape. 

Additionally, multilingual employees can play a pivotal role in negotiating with local partners, understanding regulatory environments, and implementing localization strategies that make products and services more accessible to the target market. Such strategic leveraging of language skills and cultural knowledge underscores the critical importance of investing in language training and development programs, like those offered by Rosetta Stone, to equip employees with the tools they need for global success. 

Embracing multilingual strategies for sustainable growth

In the rapidly evolving landscape of global business, the mastery of foreign languages emerges as a pivotal component for organizations aiming to secure a competitive edge. Enhanced cognitive abilities and efficiencies gained through language learning streamline engaging with international clients and pave the way for forging robust trading relationships. With its comprehensive language learning platform, Rosetta Stone equips businesses with the essential tools to bridge communication gaps effectively. By leveraging such resources, companies can adeptly navigate the complexities of multilingual environments, fostering sustainable growth and reinforcing their presence in diverse markets worldwide.

Moreover, the significance of language proficiency extends beyond mere communication, influencing various facets of global commerce. Language translation plays an indispensable role in the realms of commerce, legal patents, innovation and foreign direct investment strategies. Translations’ accuracy and cultural sensitivity can dramatically affect a business’s ability to operate and innovate on a global scale, highlighting the profound impact of language skills on the economic landscape. 

As businesses strive to expand their reach and adapt to the multilingual reality of international markets, investing in language learning and translation services, such as those offered by Rosetta Stone, becomes paramount. This strategic approach enhances global communication and positions companies for long-term success in the intricate tapestry of global commerce.

Harnessing language learning for global success

Language learning emerges as a foundational pillar for businesses aiming to succeed in the global marketplace. Understanding and communicating in multiple languages facilitates smoother transactions and deepens cultural insights, enabling companies to forge stronger bonds with clients and partners across the globe. 

Rosetta Stone‘s language learning platform stands out by providing an immersive experience that helps learners gain proficiency and confidence in new languages. This proficiency is crucial for navigating the complexities of international markets and effectively adapting strategies to meet diverse consumer needs.

Furthermore, embracing language learning reflects a company’s commitment to inclusivity and respect for cultural diversity — a value that resonates strongly with global audiences. By investing in language training through platforms like Rosetta Stone, businesses signal their dedication to understanding and valuing the perspectives of their international partners and customers. Such commitment can significantly enhance a company’s reputation, fostering trust and loyalty in new markets. 

Tapping into the resources Rosetta Stone offers provides a strategic advantage for businesses looking to expand their global footprint. Discover how their language learning solutions can propel your business toward international success.

Looking for additional information on this topic? 

“Is Language Training Worth It?”

“Language Training Delivers Big Returns”

“A Second Language Looks Fabulous on Your Brain”

“Grow multicultural leaders with coaching, not just business English”

“The $8.5 trillion skills gap: How learning leaders must address it through talent and tech”

This article was created with the assistance of AI tools.

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Podcast: Voices of CLO: Anne Marie DeCarolis https://www.chieflearningofficer.com/2024/03/11/voices-of-clo-anne-marie-decarolis/ https://www.chieflearningofficer.com/2024/03/11/voices-of-clo-anne-marie-decarolis/#respond Mon, 11 Mar 2024 06:00:00 +0000 https://www.chieflearningofficer.com/?p=130804 This episode of Voices of CLO features a conversation with Anne Marie DeCarolis, talent solutions senior manager at CSL.

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In this episode of Voices of CLO, I speak with Anne Marie DeCarolis, talent solutions senior manager at CSL. We discuss the importance of foundational learning principles amid rapid advancements in technology, and the role learning leaders can play. This conversation was sparked by DeCarolis’s article, “Booming Tech Sends L&D Back to Basics.”

Tune into our conversation, and remember to check out Voices of CLO on your favorite podcast player.

Voices of CLO is produced by Alec O’Dell.

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The gift of great leadership https://www.chieflearningofficer.com/2024/03/08/the-gift-of-great-leadership/ Fri, 08 Mar 2024 07:00:00 +0000 https://www.chieflearningofficer.com/?p=130315 At its core, leadership is love.

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At its core, leadership is love.

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From the editor: Apply AI with care https://www.chieflearningofficer.com/2024/03/08/from-the-editor-apply-ai-with-care/ https://www.chieflearningofficer.com/2024/03/08/from-the-editor-apply-ai-with-care/#respond Fri, 08 Mar 2024 07:00:00 +0000 https://www.chieflearningofficer.com/?p=130813 When it comes to technological adoption, learning always sets the pace.

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Among the most common use cases for generative AI in business are HR processes and learning and development.

It’s true that generative AI offers education many advantages, such as making it immersive, more individualized and more accessible in the time of need. In corporate L&D, generative AI is being used to address skill gaps, personalize learning pathways and even power a new generation of coaches.

Lately, I’ve had a couple of different conversations with learning leaders about the concept of “shiny object” or “shiny toy” syndrome, which is the phenomenon that “new” equates to “better.” It seems like we are less immune to it these days, due to the pace at which technology now advances.

I’m familiar with the pristine sparkle all too well: When our team started experimenting with generative AI last year, I thought it was going to solve all of my title and headline writing problems. The shorter the word count, the more I seem to struggle with it.

But when I asked OpenAI to come up with a few alternative headlines for a Chief Learning Officer article the first time, I was let down by how generic and punchy they were.

Eventually, during my first few weeks of practice, I started getting the hang of using the tool. I became more specific and simple in my prompts, started using stronger keywords and wasn’t afraid to use longer or chain prompts. The alternative headlines it returned were better and malleable enough to turn into something I was pleased with. 

OpenAI wasn’t a silver bullet solution. It certainly helped boost my productivity in an area where I struggle, but that doesn’t mean I can easily apply it in other areas of personal or skill development.

Similarly, generative AI isn’t the new Holy Grail of business.

In fact, new research from Cognizant and Oxford Economics reveals that generative AI adoption will “skyrocket” over the next 10 years, and could actually disrupt up to 90 percent of jobs, from the frontline to the C-suite. If AI adoption isn’t managed with care, it could result in hundreds of displaced or disengaged workers.

Corporate L&D is in a perfect position to boost engagement and perhaps even prevent displacement in the first place, and, ironically, generative AI can probably help. I’ve connected with many learning leaders over the past few months who are testing new development initiatives and personalized career pathway programs that are powered by, among other technologies, generative AI.

And luckily, data can start telling us a lot more about how generative AI is being applied. More use cases and piloting of generative AI-powered strategies means there will be more data on the subject for leaders to glean from and use to make important decisions within their own organizations.

What’s more, now that AI adoption is so prevalent across entire business and HR functions, learning companies are beginning to roll out AI courses for both secondary and higher education students as well as adult learners. A quick Google search returns dozens and dozens of courses and certification programs in AI from various learning providers and institutions.

Last week, the Josh Bersin Academy announced a new certification course called “Artificial Intelligence (AI) in HR,” and additional resources in order to support HR leaders and prepare them for the “present and future impacts” of AI.

And, just yesterday, alongside its announcement for its annual Workplace Learning Report, LinkedIn has announced it is offering 250 of its AI literacy courses for free through April 5, 2024.

When it comes to technological adoption, learning always sets the pace. When I speak with learning leaders who have tested or successfully applied AI in learning, I always ask them what their first step was.  It usually has something to do with asking important questions first (i.e., what are you trying to achieve or resolve?), performing a needs assessment to  identify any gaps or challenges and then defining the scope of the project, all with—you guessed it—sufficient data, the ultimate storytelling tool.

In regards to AI, I believe there is a lot of good fortune in store for learning and development. But it’s important to remember to apply it with care.

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New LinkedIn data reveals AI’s impact on L&D and business https://www.chieflearningofficer.com/2024/03/07/new-linkedin-data-reveals-ais-impact-on-ld-and-business/ https://www.chieflearningofficer.com/2024/03/07/new-linkedin-data-reveals-ais-impact-on-ld-and-business/#respond Thu, 07 Mar 2024 07:00:00 +0000 https://www.chieflearningofficer.com/?p=130809 According to new LinkedIn data, four in five people say they want to learn more about artificial intelligence in their professional careers.

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The latest Workplace Learning Report from LinkedIn highlights a number of new trends across the learning and development landscape.

Perhaps the most interesting of these trends is what is happening with artificial intelligence. According to the report, in order to engage and retain talent to further support business objectives, companies must embrace artificial intelligence skills training.

Fortunately, the number of L&D executives who have a seat at the C-suite table seems to be growing, signaling that company leaders are keen to keep learning at the center of important business decisions.

However, according to more LinkedIn data, only 38 percent of companies are offering training in AI literacy, despite 82 percent of leaders saying their employees will need to develop new skills to work with AI.

Learners are also reportedly interested in skills relating to AI. Four in five respondents LinkedIn surveyed said they want to learn more about AI for their current role.

In response to a growing need for AI-related skills development, LinkedIn has made 250 of its AI courses free to the public until April 5, 2024. The courses are available in seven languages and cover topics such as building generative AI-literacy and making generative AI-powered business investments.

While it is no surprise that both learners and leaders alike are interested in AI adoption, LinkedIn’s latest report also revealed another interesting trend: The increasing importance of career development.

Since last year, helping employees develop their careers rose from number nine to number four on the list of L&D’s top priority list. According to the report, approximately 40 percent of respondent organizations said they had mature career development initiatives that yielded positive business results and offered programs that championed individuals’ career goals, such as leadership development, shared internal jobs, mentorship, individual career plans and internal mobility opportunities.

L&D has the power to help prepare its people and its companies for what lies ahead by equipping learners with skills that are not only important for their individual success in current and future roles—including AI adoption and application—but also further critical business objectives.

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Implementing a workplace microlearning strategy https://www.chieflearningofficer.com/2024/03/06/implementing-a-workplace-microlearning-strategy/ https://www.chieflearningofficer.com/2024/03/06/implementing-a-workplace-microlearning-strategy/#respond Wed, 06 Mar 2024 07:00:00 +0000 https://www.chieflearningofficer.com/?p=130761 The effectiveness of workplace learning programs lies in their adaptability and alignment with modern learners’ preferences.

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Have you ever launched a workplace learning and development program that had strong participation, active engagement and excellent participant feedback, only to discover that within a few months, there was no lasting change enacted by the participants? Why is it so difficult to get people to implement what they have learned back at work? 

The objective of workplace training is to provide participants with the knowledge and skills needed to enhance job performance in key areas such as technical skills, job-related functions or core leadership competencies. Irrespective of peoples’ engagement during the training, the question remains: How much of this information will they retain and effectively apply in their daily work?

Outside of practicing their learning, there are many challenges to creating and delivering meaningful workplace L&D programs. Participants are busy and may struggle to free up even an hour or two on their calendars. Training could be delivered in the wrong format or at the wrong time. After they attend the training, they may not have an opportunity to apply what they have learned. This can lead to some participants not perceiving training as time well spent. As L&D professionals, our job is to create learning experiences that are meaningful and relevant to people’s day-to-day work.

Adults learn best when training is delivered when it is most relevant to their work, and they can apply what they have learned right away. They must be able to connect what they are learning with the work they are doing and the overarching goals and strategies of the organization. 

One possible solution is to implement a microlearning strategy into workplace learning programs. In this article, I will discuss reasons why microlearning can be an effective tool in the L&D toolkit, things to think about when creating a microlearning strategy, cost-effective technology solutions to leverage and ideas to help your microlearning strategy feel exciting and engaging for your participants. 

The Ebbinghaus Forgetting Curve

A common problem faced by learning and development professionals is the inevitable decline in knowledge retention after the training event. This is called the Ebbinghaus Forgetting Curve. 

Introduced by Hermann Ebbinghaus in 1885, the Forgetting Curve suggests that immediately after a learning event, participants begin to forget the material. The decline in memory is most pronounced immediately after the event and progressively continues over time. Within the first hour, participants retain less than half of the presented information. After one day, more than 70 percent is forgotten, and by the sixth day, 75 percent of the training content is no longer remembered by most participants. 

Think back to the last time you had to study for an exam. You likely spent hours diligently reviewing the material and memorizing the information. However, if you didn’t have a reason to apply that knowledge, after a few weeks, your ability to recall specific facts or concepts significantly diminished. This phenomenon underscores the importance of addressing post-training support and reinforcement strategies to enhance the long-term retention and application of learned material. 

How Microlearning can help

The idea behind an effective microlearning strategy is that participants are exposed to the content multiple times which helps combat the Forgetting Curve. Research has shown that spacing learning over time helps people retain more and learn more effectively. 

When creating a learning module or program with spacing in mind, the approach involves delivering the initial content and then allowing a short period of time to pass before presenting the same concept or set of concepts again. This can be repeated multiple times depending on the complexity of the content.  

Ideally, each microlearning touchpoint presents the content in a new way. For example, if your initial training was a live, instructor-led session with some hands-on activities, your first microlearning could be a short video and your second could be an article with a call for short responses. The key is to provide the same content multiple times in different ways. Presenting the information in multiple ways allows you to incorporate learning that will resonate with people in different ways each time they are exposed to it. 

Learning in the flow of work

An easy-to-understand example of learning in the flow of work is when your iPhone or Outlook has a pop-up with some tips about new features after an upgrade. 

Since most workplaces use a messaging and collaboration app like Slack or MS Teams, delivering microlearning via these kinds of platforms can be a cost-effective approach, as most workplaces already have access to these technologies. In this example, an employee would receive a notification that they have been assigned a microlearning module directly in the app they are already working in. They would then click through to the content and be able to complete it quickly with minimal disruption to their work. 

Delivering microlearning in the flow of work can be a powerful way to effectively implement microlearning into your organization and see real results. This approach can work particularly well for training on a new system or process as you can tie the prompts directly to what people are already working on. It can be equally effective for more esoteric topics like leadership development and soft skills. 

Taking cues from social media

You can take things one step further by incorporating some lessons from social media. One of the reasons why social media is so addictive is because people are constantly reminded of what they are missing when they leave the app. They receive prompts and notifications that make them want to sign on and scroll. Duolingo has built the most successful app for learning languages by leveraging this exact concept. App users receive a daily notification reminding them to complete their lessons. This creates a psychological effect that makes them want to log in to keep their streak going and continue their learning. If you can replicate something like this in your LMS or via another platform, you will see your microlearning engagement grow. 

Another way to make microlearning feel natural is to mirror the way people access information that interests them outside of work or classroom settings. Think about the explosion of niche learning opportunities on platforms like TikTok, YouTube or Instagram. Microlearning is a prime candidate for taking a visual approach to learning. There is no rule that says workplace learning can’t be visually engaging and fun. You can present information in an infographic, short video or scroll. My organization has had success rolling out microlearning modules using this social media-styled approach and the content has been popular. 

Concluding thoughts

Addressing the challenges of knowledge retention and application in workplace learning can require innovative strategies. 

  • By incorporating microlearning and integrating learning into the flow of work, L&D professionals can begin to combat the Ebbinghaus Forgetting Curve and see improved results from workplace learning programs. 
  • Leveraging existing platforms like Slack or MS Teams offers a cost-effective and seamless experience. 
  • Drawing inspiration from social media by using notifications and visually engaging content can further boost microlearning engagement. 

In essence, the effectiveness of workplace learning programs lies in their adaptability and alignment with modern learners’ preferences. Microlearning, embedded in the flow of work and inspired by social media strategies, can be a dynamic tool for enhancing retention, application and overall success of organizational learning initiatives. 

The views and opinions expressed in this article are those of the author and do not necessarily reflect the views or positions of any entities they represent.

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Launching a learning culture https://www.chieflearningofficer.com/2024/03/01/launching-a-learning-culture/ Fri, 01 Mar 2024 07:00:00 +0000 https://www.chieflearningofficer.com/?p=130299 Three first-time CLOs on the shifting role of learning and development in the new world of work.

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Three first-time CLOs on the shifting role of learning and development in the new world of work.

This article is only available to CLO+ members.
To continue reading, purchase CLO+ or log in

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