The learning and development (L&D) world has evolved quite rapidly during the last four to five years. Khan Academy has championed video-based learning; massive open online courses (MOOCs) have also become a popular instruction method. Then there is learning delivered though smartphones, tablets, and cloud-based applications, not to mention the increase in webinars, podcasts, and social media–based offerings across the digital world.

Top Learning Tools and Initiatives

Jane Hart, a leading learning professional from the United Kingdom, recently conducted a survey with learning professionals across the globe on the top 100 learning tools. According to the survey, to which about 1,500 professionals responded, the top 10 learning tools of 2014 were:

1. Twitter

2. Google Docs and Google Drive

3. YouTube

4. PowerPoint

5. Google Search

6. WordPress

7. Dropbox

8. Evernote

9. Facebook

10. LinkedIn

A recent article in Forbes Asia mentioned that a large IT company provides only 20 percent of its training through traditional classroom-based delivery. The balance is delivered using various digital initiatives. The company calls it a “Millennial-friendly” strategy.

My organization is making similar changes in the L&D space. Some notable ones include:

• anytime learning kiosks

• deployment of WebEx-based learning sessions to enhance our global reach 

• using tablets pre-loaded with learning material that can be utilized for pre-work or as reinforcement aids

• the launch of iWatchLearn, a digital learning program for our employees

• cloud-based offerings that allow learners to access learning anytime and from anywhere

• learning lounges that provide access to learning across our global centers

• simulation labs that create a simulated business-floor environment

• the deployment of tools for objective and timely assessments.

Promote Learning Technologies in Your Company

Technological advances, Internet access, and mobile device usage all play a significant role in enabling scalable access of learning across the globe. However, while organizations have started investing in these areas, why is it that we continue to see low adoption? I still observe a carrot-based approach to drive learners into the classroom or to access e-learning. I even struggle to motivate some of the trainers to adopt these new learning technologies!

We need to encourage the transition from linear, text-based learning to simulation- and model-based learning. To expand our learning programs and make them more effective, we must focus on the following:

• personalized learning

• contextually curated content

• action learning projects

• peer-based learning

• problem-solving networks (LinkedIn and Google+ are playing an important role here)

• simulations and game-based learning

• enhancing learner autonomy by providing a pervasive learning ecosystem that focuses on blended formal, informal, and social learning.

Promoting tool-based, efficient assessments, such as those created by Go Ambition and Pearson, is also essential. Today’s L&D function should be focused on:

• assessing training needs

• measuring training effectiveness

• identifying learning styles.

​The Curiosity Quotient and the Future of L&D

We are living in a social age defined by iterative learning and the willingness to question everything. The world has gone from promoting IQ and EQ to CQ—the curiosity quotient. An openness to learn and share our successes as well as our failures will help make this change in the L&D space.

Technology alone will not move the needle. It is all about being curious and constantly seeking answers from the learning environment, seniors, peers, and even juniors (reverse mentoring) that will help drive the change we desire.

According to a conversation I had with a senior L&D professional from a global IT organization, by 2025, a lot of today’s L&D jobs will be done by machines and other forms of artificial intelligence.   We may see various methods and tools for new knowledge acquisition. L&D professionals will serve as curators of the most useful knowledge, as well as human performance specialists.

However, I believe that while technology is helping us distribute learning globally, it is also dehumanizing workplace transactions. Another senior professional in the HR space commented during a recent conversation that while data and information will provide much of the knowledge that people need to be successful, experiences will become even more important.   People will need to interact more frequently with one another, not just with machines!

While I am a techno-optimist, I maintain that blended learning is here to stay and will continue to enhance learning effectiveness both through technology-aided solutions and classroom-based interactions.

I would be keen to hear from the learning community—please leave your thoughts in the comments.