we deliver personalized learning
Eliminate skill gaps
With our Self-Directed Learning Engine™ (SDLE), skill gaps are closed because learning is relevant and self-directed. Employees own their gaps. They are engaged. The link to strategy and growth becomes clear, driving purpose. Competency-based learning actually works. Technology facilitates scale.
(20 second video snippet – from Daniel Pink: “Drive”)
It works because you give each employee a voice in what they need and a choice in how they get it. You give them a detailed, personalized plan to achieve mastery and success in their work. Both for the job they have or the job they want. You empower them with the autonomy to work their personal plan and develop at their own pace. You mitigate learning frustration.
With the SDLE:
- You create a personalized roadmap in minutes, not months.
- You deliver relevancy to their job, their career, and their aspirations.
- You eliminate search. You prevent them from selecting the wrong activity.
Understand why it matters
When employees become aware of relevant skill gaps, they are motivated to take action. They are presented immediately with personalized learning they believe will close gaps, and they buy in. Then engage with activities that have the best chance of learning transfer and changing behavior. According to Gallup, organizations with a higher rate of engaged employees have 3.9 times the earnings per share growth rate compared to organizations with lower engagement in their industry.
Talent development is being asked to play a more strategic role in the business and in workforce planning. This starts with understanding your current skills gaps and creating personalized learning to address them. Next, with a culture of learning and support of the executive team, talent leaders can focus on planning for the future.
– LinkedIn Learning's 2018 Workplace Learning Report
Without personalized learning, you are at risk. You don’t close skill gaps fast enough. You don’t acquire the learning agility you need to win faster than your competitors. You lose key employees because lack of learning opportunities is often why employees leave. Attract and retain high-value employees by allowing them to own their development... identifying and closing skill gaps for the job they have or the job they want next.
Read the white paper on why employees taking charge of their learning is good for you.
Increase impact and value
- Use aggregated personalized learning plans to create REAL demand planning intelligence
- Know what, when and where to offer activities, and who should participate
- Add structure to the process of identifying skill gaps and creating learning plans
- Maximize customer satisfaction and minimize waste (offering what is needed)
- Prioritize competency-based learning activity development
- Develop data-driven training budgets (in hours vs. months)
- Create employee buy-in to skill development activities so they successfully change behavior or improve manager coaching
Don’t take our word for it
ATD’s research on Building a Culture of Learning reveals that creating personal development plans for all employees and leaders is a top practice and is linked to better market and learning performance.
Gartner says, “the traditional, one-size-fits-all approach to L&D will no longer cut it in the new work environment”.
The 2018 Global Leadership Forecast revealed that there is high consistency across the various generations in the workplace in terms of how they prefer to learn, including, in this order: #1 personalized learning experiences; #2 coaching from external mentors. Both of these are supported by the Self-Directed Learning Engine.
Technology shines when it’s being used to “learn about the learner,” and deliver a more personalized experience. Some of the ways technology works to do that is to employ assessments that identify the learner’s individual strengths and skill gaps, then recommend appropriate development resources based on the results.
ROI on personalized learning: The personalized learning experience is the modern learning experience. Companies that moderately or heavily use personalized learning are 3.2 times more likely to outperform peers on leadership bench strength, and 2.9 times more likely to outperform in current leader quality. In the war for time and attention, this approach is not “nice to have”—it’s a “must have” that creates your competitive edge.
Get Started Quickly
Our competency assessment system takes just 2 weeks to implement. We provide everything you need to be successful, including communication toolkits and best practices tailored to all levels of the organization – employees, managers, and leaders.