Learning Is Still a People Business

No matter what new, cool tool, technology or approach organizations are buzzing about, success still comes down to how well the change they represent is implemented. Today time, budget and resources are all constrained, so successful implementation — getting to results quicker and sustaining them — is more critical than ever. As a result, implementation is becoming a core organizational competency, of the same importance as analysis, design, development and evaluation.

During the last 50 years, fueled by innovations in computers and microchips, several new learning technologies have been introduced that were initially hyped as revolutions in learning: computer-assisted instruction (1960s), interactive video disc (1970s), computer-based training, interactive multimedia (1980s), Web-based training, synchronous and asynchronous e-learning (1990s), and learning 2.0 (2000-plus).

Today, two of the most prominent learning technologies that can drive learning efficiency, effectiveness and impact are social media and mobile devices. Humans have the natural ability to communicate and are biologically programmed to be social, so these technologies represent some of the most powerful tools yet created because they take advantage of these traits. Now that learning is more social, its potential impact is greater. It has often been said, “Two minds are better than one.” What will be possible with hundreds or thousands of minds?

At the same time, there are powerful technologies that can be carried in hand, and connected to a worldwide wireless infrastructure providing 360/24/7/365 access to digitized versions of the world’s information and knowledge. This is creating a shift to work anywhere, which is driving acceptance and increased use of mobile learning and support.

It’s About Changing Faster
An organization’s success, if not survival, depends on its ability to ensure the right people have the right skills and are doing the right jobs with the right attitudes right now. Many organizations are changing their business priorities from cost reduction and efficiency to innovation and impact. Learning leaders’ focus is also changing from developing and deploying efficient learning programs to creating and implementing integrated learning and performance solutions to produce immediate and measurable business results.