What tools and technologies do you use for staff development?

I've worked in organizations with no LMS, ineffective LMS, and robust LMS. I believe a robust LMS is the best option. Where there are HR functions in the LMS it drives employees to the system more frequently. If the LMS is used for training courses only, then employees only go there to take required training when it is assigned. If the LMS system is integrated with HR functions, then they go there to do timesheets, to submit PTO requests and other things. When they are in the system they can see that there are courses assigned to them or there are new courses that they may find of interest. Anytime we can get employees to actively seek out training based on their interests rather than doing just the required learning is a win.

An LMS is a wonderful tool to help assign, complete, track and report on training assignments! They have features that automatically assign requirements using profile attributes such as job title, location or department as the basis for a given assignment helping ensure base requirements are made. Assignments can also be made in “chunks” where after one is completed a new assignment is made so new personnel aren’t overwhelmed by 80 assignments on their first day. These features are wonderful and ease the administrative burden once set up, but you need to be thoughtful when designing curricula and their assignment models. You don’t want basic requirements like site access to be the last thing a new employee is trained on!

I have always found that a robust LMS, directly connected HRIS data and mated with skilled Administrators, can not just be a traceability and compliance tool, but also directly influence professional growth, as well as personal insights and development. As the features of an LMS are utilized to their fullest potential, it also puts the user in driver seat for their own career.

LMS's are a great way to centralise your learning library, however; to make the most of it you also need to be curating learning pathways which are easy to follow along and tied to particular skills or roles, using a blend of internal and external content where possible.

Utilizing webinars, podcasts, and audiobooks is a great option for workforces that are short on time. Especially if you market the learning as a quick learning that they can complete on their commute.

I also believe these "learning sprints" can be used to test employees' appetite. Through a creative process, webinars and podcasts can be leveraged as a needs assessment, forming data about the organization's needs, desires, and gaps.

My favourite is leveraging the knowledge within the organisation and capturing it in podcasts, fireside chats, or more formal webinars which can be repackaged in the future for organisational stories, incorporated into learning trails, and used to give insight into career stories for internal mobility.

While most learners dislike "role plays" and simulations, it's an important element to improve knowledge retention and grow a skill in a safe environment. You don't want someone to practice in a real life situation which may have customer and/or financial impacts. Demonstrate the behaviour, provide an opportunity to practice, give feedback, let them try again with the benefits of coaching. You'll develop a much more confident and capable learner.

Gamification is a great tool. Who doesn’t like to play? It helps make the learning process enjoyable and can provide excellent results. Gamification provides the learner instant feedback and increases their engagement. At least, when it’s well designed. Be thoughtful about when and how to implement it! Ensure that it fits with your desired learning outcomes and that you’re not unintentionally rewarding the wrong behaviors. And keep in mind that not everything needs to be gamified and not all topics are appropriate for gamification.

“You don’t know what you don’t know.” This applies for both individual and organizations. “That’s the way we have always done it.” Leads to falling profits and tightening belts. Networking has always created opportunities for me in my career that I wouldn’t never have been able to achieve on my own, and has helped organizations that I have been a part of grow and learn beyond its previous boundaries.

Not all users have a computer on hand 24/7, but we do know what is, a smartphone. The range of data available at our fingertips grows with every waking moment, and by creating structured offerings available directly through mobile devices, the hunger for learning can be sated instantaneously, best practices benchmarked globally, and personal and organizational growth exponential.

What we really are about is the people. We need to connect, create relationships, educate, coach and mentor. Data analytics and AI help us to reduce the grind of administration, and think progressively, connecting with the workforce on a level never seen before.