{"id":13556,"date":"2018-03-11T12:19:17","date_gmt":"2018-03-11T12:19:17","guid":{"rendered":"http:\/\/hnews.hult.edu\/?p=13556"},"modified":"2026-05-06T10:55:17","modified_gmt":"2026-05-06T09:55:17","slug":"five-ways-to-make-learning-more-agile","status":"publish","type":"post","link":"https:\/\/www.hult.edu\/blog\/five-ways-to-make-learning-more-agile\/","title":{"rendered":"Five ways to make learning more agile"},"content":{"rendered":"

Making sure employees are equipped with the right skills at the right time is key to becoming an agile organization.<\/p>\n

Fast-moving and competitive climates call for a new breed of managers who are capable of dealing with complexity and ambiguity \u2013 but who are also quick on their feet when it comes to getting to grips with new concepts and developing their management capabilities.<\/p>\n

The learning landscape is changing in response to these pressures.\u00a0 There has been a definite shift towards blended learning, which combines the best of face-to-face and digital delivery.\u00a0 Exciting new developments, such as gamification, simulations, animation and mobile apps, have started to emerge.<\/p>\n

Keeping up to speed with the changing world of learning, and knowing what will land well in your business, can be challenging.\u00a0 Here are the five key factors organizations need to take into account if they want to bring their learning and development provision up-to-date:<\/p>\n

    \n
  1. \n

    Educating the business<\/strong><\/h2>\n<\/li>\n<\/ol>\n

    Senior management is often unaware of just how dramatically corporate learning is changing.\u00a0 Top-level executives will often have been raised on the conventional management development programmes of the past and can find it hard to see how learners can get an equally high-quality experience in the virtual space.\u00a0 Putting together a strong business case, which emphasises the scalability, cost-effectiveness and global reach of digital learning can help to shift out-dated perceptions.<\/p>\n

      \n
    1. \n

      Linking learning to business strategy<\/strong><\/h2>\n<\/li>\n<\/ol>\n

      It may sound obvious to state that learning and development programmes need to be closely aligned with\u00a0the organisation\u2019s strategic objectives, but that very often isn\u2019t the case in practice.\u00a0 Scratch beneath the surface and you will typically find courses being included in training programmes just because they always have been, rather than because there is a real need.\u00a0 Put bluntly, organizations are often training people in yesterday\u2019s skills rather than focusing on the skills that will be needed tomorrow.\u00a0 It\u2019s important for organizations to make sure learning reflects the direction of travel in the business and is flexible enough to be adapted when priorities change and new knowledge and skills needs emerge.<\/p>\n

        \n
      1. \n

        Using data to inform decisions<\/strong><\/h2>\n<\/li>\n<\/ol>\n

        Thanks to sophisticated data analytics, it is now possible to create learning programmes that are based on factual evidence about what\u2019s needed, rather than educated guesses.\u00a0 Data from performance reviews, for example, may point to a growing demand for a particular type of training. Customer satisfaction statistics may highlight weaknesses in client management capability.\u00a0 Succession planning data may demonstrate an emerging skills shortage that needs to be addressed.\u00a0 Embracing metrics will help the business ensure it is providing the learning the business needs at the time it needs it.<\/p>\n

          \n
        1. \n

          Drawing on neuroscience<\/strong><\/h2>\n<\/li>\n<\/ol>\n

          There has been an explosion of interest in neuroscience over recent years and we now have a much clearer idea of how the brain works and in particular, how people learn.\u00a0 We know, for example, that learning delivered in small chunks lands better than lengthy downloads of complex information. Our research has also debunked the myth that the digital environment is less effective than face to face when it comes to leadership development.\u00a0 A recent study<\/a> showed that it is the methodology, not the environment, that matters.\u00a0 If virtual leadership development is well designed and incorporates stress-inducing emotional experience, feedback and interaction, it can be just as effective as face to face.<\/p>\n

            \n
          1. \n

            Encouraging self-directed learning<\/strong><\/h2>\n<\/li>\n<\/ol>\n

            Recent research from CIPD has identified a shift towards self-directed learning as one of the key trends influencing design and delivery.\u00a0 Today\u2019s learners want more control over the way they access learning and want to be able to personalise their learning journey.\u00a0 Thinking about how learning will be delivered is also key.\u00a0 Tech-savvy employees increasingly expect to be able to access learning via their mobile devices at a time to suit them.\u00a0 The managers of the future have also grown up in the Facebook generation, and expect to be able to share their learning, interact with others in online communities and generally make their learning a more sociable and collaborative experience.<\/p>\n

            The challenges for organizations in bringing learning into the agile age are immense \u2013 but there are also exciting opportunities to exploit modern-day digital capability and to make high quality learning more widely available across the organization.<\/p>\n

            Make the most of what your career has to offer with a Masters in International Business<\/a> from Hult. To learn more, take a look at our blog On becoming independent and learning to chill: Lessons from a graduating Hultian<\/a>, or give your employability a huge boost with an MBA in international business<\/a>. Download a brochure or get in touch today to find out how Hult can help you to explore everything about the business world, the future, and yourself.<\/p>\n","protected":false},"excerpt":{"rendered":"

            Making sure employees are equipped with the right skills at the right time is key to becoming an agile organization. Fast-moving and competitive climates call for a new breed of…<\/p>\n","protected":false},"author":95,"featured_media":13562,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":[],"categories":[114],"tags":[212],"yoast_head":"\nFive ways to make learning more agile<\/title>\n<meta name=\"description\" content=\"Making sure employees are equipped with the right skills at the right time is key to becoming an agile organization. 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