When you get started with digital learning, technology is only one of the many challenges. What is even more difficult is creating a learning experience that engages your learners and transforms the performance of your organisation.

The nature of work and learning is changing. The growth of the 70:20:10 learning model and the rapid uptake of virtual reality in learning are examples of these shifts. This webinar will explore what these shifts and changes mean for instructional designers.

Digital technologies are disrupting the way we work. But it’s not the technologies that are causing the disruption, it’s what we do with them that’s creating change. It’s the thinking processes and mindsets around using technologies that hold the key.

The world of work and learning is changing. Employees and organisations are demanding more-flexible, shorter learning experiences. There is also a shift away from learning towards capability development. There is a continuing demand for digitally-enabled learning.

The 70:20:10 learning model means a shift for everyone involved in learning. L&D professionals need to become learning ecosystem designers. Managers need to become learning leaders. And team members need to become self-directed in their learning.

At Sprout Labs we often hear L&D people talk about one of the barriers to applying the 70:20:10 model is training providers who don't use or apply the model effectively. One of the great things about 70:20:10 is its flexibility.

Learning and development is changing rapidly. The focus is moving beyond courses, and the rapid adoption of a 70-20-10 model is a key part of this transformation.

 

One of the perpetual discussions in workplaces is that managers are often promoted because of their technical skills, and they then must learn the management and leadership skills they need on the job.

Learn about trends in digital learning and some of the next generation tools that can be used to improve learning outcomes.

Workplace performance gurus Rummler and Brache have said that formal learning accounts for 10% of the potential for changing performance on the job. Learning and development is looking for more effective ways to change performance, including adapting the 70-20-10 learning model and digital learning.