March 12, 2021 – In late 2020, fassforward conducted a research study into remote learning in business.
If you would like to receive a copy of this research, click HERE.
In the research study, seven trends surfaced through over sixty hours of in-depth interviews with learning, business, and HR leaders. Macroeconomic, technological, and psychological factors drive these trends.
1. Remote work.
Remote work has knock-on effects on learning. Learning will happen in the flow of work, but work will change. Leaders that worry about the loss of social cohesion on teams and its impact on their culture will use training, and learning will take on some of that burden.
2. Ikigai and conscious capitalism.
“Conscious capitalism” — the idea of having a higher purpose beyond profit, and “Ikigai,” the connection between individual and purpose, are attractive to consumers and employees alike. Organizations that connect purpose and learning will be a great attractor in the talent marketplace.
When COVID-19 accelerated digital transformation, the skills gap widened. Across industries, machine learning, AI, and automation are replacing jobs. Upskilling is top of mind for CEOs. Most companies have, or expect, a skills gap in the next few years, moving “upskilling” to the top of the HR agenda.
Learning professionals have to master the tech stack. Mastery is more than unpacking the acronyms like HCM, LMS, and LXP1. Experimenting with new, emerging technologies will drive engagement, accessibility, and ease of production. One caution — technology should not disrupt the flow of work. Technologies should suit work and make it easier, not disrupt it.
Virtual worlds are immersive 3D environments played out on 2D screens. Virtual Reality uses VR headsets. Augmented Reality overlays a virtual world on the real world.2 Collectively known as “XR,” these technologies are ideal for practicing repetitive physical tasks or simulating situations that are either impossible or expensive to replicate in real life. Think “active shooter” training or combat scenarios.
M-learning applications are the ideal delivery medium for micro-learning, with a smartphone can acting as a memory aid or cliff notes. M-learning apps can support leaders, coaching to a new skill or behavior. For the learner, it can set and track goals for those new skills. Mobile phones will move from a secondary learning role to a primary one.
At the center of all these trends is the learner. Observing brain activity has added measurement to theory in the field of neuroscience. All this has brought science-based, practical methods to stimulate learning. Nudges are one such example. Nudges — small positive reinforcements and suggestions to influence behavior, are everywhere: email applications,
product placement, and default options.
Register here to receive a full copy of REMOTE LEARNING — the “How-to” guide for business or attend our upcoming webinar on March 17th.
1 HCM system (Human Capital Management); an LMS (Learning Management System) and an LXP (Learning Experience Platform).
2 If you missed the Pokemon Go craze, you probably don’t have a teenager. Read more about it here. “Pokémon Go Is Catching Us All — In Unexpected Ways.” NPR, 11 July 2016.