LAS is an award-winning provider of elearning consultancy, design, development and training services in the UK and internationally.
Established in 2005 as LearningAge Solutions, we work with some of the best known organisations in the world to boost their performance through the innovative use of learning technologies. Working in partnership with our customers, we draw on proven principles from human behaviour, how people learn and how the brain works to create impactful digital learning solutions with real return on investment.
Tess is a director of LAS. She has worked in a learning environment for fifteen years. First, as a senior manager in universities, moving into digital learning six years ago.
By Tess Robinson
Posted 10 December 2015
The latest Towards Maturity benchmark report makes rather
depressing reading. Despite being consistently able to show that those organisations who embrace learning technologies perform better, be it through increasing revenue, improving productivity or job performance, the overall situation remains relatively static in terms of budget committed to digital learning or the range of technology used.
So how can you convince your organisation that investing digital learning is a good thing?
1. Embed the learning in your wider organisational
strategy. What is the business problem you are trying to solve and what effect will this have on your organisation’s mission as a whole? Learning should not take place in a silo, it should be clearly linked to the organisation’s success.
2. Measure the potential impact of the learning – this might be in terms of money saved if you were to do the training face-to-face, performance improvements, strengthening of in-house skills and reduction of reliance on external consultants, increases in sales – choose whatever measures are relevant to your organisation’s strategy as a whole.
3. Don’t allow your organisation to stick to an outdated view of elearning. Make sure you are well-versed in the latest thinking – join a professional association (eLearning Network, ATD etc..), visit industry conferences and exhibitions, subscribe to the blogs of those who are at the fore-front of digital learning thinking, attend webinars (LSG ones are great) or join LinkedIn groups. Learning from each other and sharing best practice is key to moving digital learning on from dull click-next-to-continue stuff to really impactful, engaging interventions.
4. Today’s technology makes digital learning more
agile, relevant and immediate than ever before. With huge improvements in mobile technology, job aids can be delivered into your learner’s pockets. Social and collaborative learning is also attracting a lot of interest, if not yet being actually translated much into the work environment. In our private lives we learn socially – through Facebook, YouTube, TripAdvisor etc… If your organisation is reluctant to try these new things – pilot them, produce prototypes – allow them to see and experience the benefits before committing funding.
5. If cost is an issue, often your existing technology can be adapted to accommodate new ways of learning. Always start
with what you already have – it may surprise you.
6. Check out award winners' projects for inspiration and ammunition, they are often profiled online following awards
ceremonies. Awards criteria usually stipulate that a project must show considerable impact – this can be in a number of ways, not just financial. If you can go to your organisation with concrete proof of the way digital learning can have a substantially positive effect on overall business performance,
that’s a very powerful argument.