How technology is solving L&D
problems in organizations today

Increasing employee engagement in the learning process is becoming a key challenge many organizations face with regards to eLearning in the workplace. The year 2020 toppled the way organizations worked, with the COVID-19 pandemic-induced lockdown dictating an accelerated adoption of technology, to quickly realign with the new normal. As remote work picked up at a rapid pace, the Learning and Development (L&D) industry was faced with newer set of challenges.

In the changing environment, on the one hand, upskilling and reskilling are the need of the hour with additional requirement to make learning seamless and intuitive for employees in the workplace. On the other, organizations need to be proactive to identify these gaps while investing time, effort, and money to use the appropriate L&D strategies.

According to a LinkedIn survey report, 64% of L&D pros globally agree that L&D shifted from a “nice to have” to a “need to have” in 2021.

Yet another challenge revolves around millennials who have grown up during the changing face of technology. Labeled as a ‘distracted generation’, lengthy eLearning classroom training sessions pose a struggle for the employee who is juggling a work-life balance. Online programs need to be developed to tailor to modern needs and offer a learning motive for professionals with a shorter attention span. Organizations also face the difficulty of the creation of new courses with additional costs incurred to modernize legacy but instructionally sound content. Besides, long formats of content are often viewed as an “optional” activity by employees.

Driving Technology to Enhance Learning Methods

So, how can technology support to deliver content that addresses these issues? Let us find out!

AI-Powered Learning Systems

Learning experience platforms (LXP) powered by AI are a preferred solution when weighed against the traditional Learning Management System (LMS). LXPs support business firms to identify skill gaps, offer personalization, display analytics to determine human behaviors, preferences, and performance. As LXPs support predicting the learners’ style and patterns, it goes beyond the offerings of a traditional LMS. The flexibility of LXPs, thus powered by Artificial Intelligence (AI), plays a vital role in changing the learning style.

Microlearning Formats

Employees often do not show preference to consuming lengthy training formats. Implementation of learning in the flow of work resolves the issue.

Adoption of microlearning formats such as text, images, short videos and audios, games, quizzes, and more are useful for bite-sized learning modules. Microlearning programs are cost-effective and cater to the busy employees of today by offering them engaging content without the weight of a lengthy course. This format may not be suitable for all types of certification programs that may include longer content formats. However, Harbinger’s xSmart framework supports organizations to identify the key learning areas and present lengthy content in a smarter framework within no time!

Responsive Learning Design

According to the eLearning industry, 70% of learners experience greater motivation to access training on a mobile device.

Responsive eLearning designs create an improved learning experience while generating higher engagement. As smartphones have taken over as a preferred platform for a majority of online activities, responsive learning designs that are mobile-friendly offer complete flexibility. Mobile learning thus gives access to education anytime.

Immersive Learning Experiences

Augmented Reality (AR) and Virtual Reality (VR) offer highly immersive learning experiences to employees, supporting to retain attention in a remote-working age. Technology has evolved with VR headsets while simulating real-world scenarios in the digital space. The application of AR/VR technology breaks down the complexities of a subject to provide greater interaction while allowing employees to learn at their own pace.

Modern-day employees require the learning process to be tailored to their needs. Technology in itself has undergone multiple transformational processes to change the way learning is delivered, perceived, and consumed. Organizations need to leverage technology to meet the need of the hour. If you’re looking to scale up your digital programs and modernize content in no time, write to us at info@harbingerlearning.com to discuss more.

How Off-The-Shelf Learning Providers Can Take Advantage of Technology Disruptions [2021 Updated]

Technology disruptions can be a big sink for any business, if not handled well. Off-the-shelf learning providers have witnessed multiple such disruptions in the last few years. Such disruptions could result in huge capital expenditure or delay go-to-market plans, adversely impacting the bottom line in either case.  As the CEO or senior leader of an off-the-shelf learning provider, how do you handle such challenges? Is there a way you can leverage these disruptions to your advantage? How can you use your existing resources to turn such disruptions into an opportunity?

Harbinger had the privilege of hosting some of the world’s highly accomplished learning and development leaders twice for its Interactive Learning Power Hour – an online roundtable discussion.

The first instance of this Power Hour, which was hosted in August 2020, included 6 L&D experts as panelists. The names included Frank Russell (Founder and CEO at Prositions), Dehumo Bickersteth (Owner and Principal Consultant at DTB Services), Desiree Pinder (E-Learning Consultant at XP Learning), Michael Schreiner, PMP (Vice President of Content at Vector Solutions), Nicole Prolow (Training Development Specialist), and Rahul Singh (Sr. GM at Harbinger Interactive Learning). The discussion was led and facilitated by Dr Vikas Joshi (CEO at Harbinger Group).

In the second occurrence of this Power Hour, which happened recently, in March 2021, we hosted two more esteemed L&D leaders – Timothy Donohue (Vice President of eLearning Solutions at IHRDC) and Moriam Seriki Rouse (Chief Learning Officer at AdvanceOnline Solutions, Inc). This session was led and facilitated by Poonam Jaypuriya (Vice President of eLearning at Harbinger Group).

In both the sessions, the respective hosts presented the key types of disruptions that content providers can face. The panelists then shared their in-depth experiences and insights on how they found some interesting opportunities in the disruptions they had witnessed in their career span.

Socio-Economic Disruptions and the Opportunities They Create

These are the disruptions that arise outside somewhere and affect your business.

Disruption Opportunity
COVID pandemic There is a need to produce COVID educational content in line with the disruption caused by the pandemic.
Rise in gig economy The gig economy generates rapid onboarding needs because people are going to come in and go out.
Inclusion of millennials in workforce The millennials in workforce are driving the need for micro learning.
Importance of diversity and inclusion – gender, race, accessibility A lot of makeover might be required for learning content that’s several years old and may need to be redone keeping the sensitivities for diversity & inclusion, going forward.
Focus on well-being With the increased focus on well-being, off-the-shelf content providers are looking at creating a lot of new content on mental health, financial well-being, etc.

Workplace Disruptions and the Opportunities They Create

These are the disruptions you experience inside your business.

Disruption Opportunity
Shift towards remote work This disruption created opportunities for off-the-shelf content providers to help in developing competencies related to remote work. For example, managing team and motivation in a remote working mode.
Focus on digital channels New content was rapidly needed to develop skills of employees to use digital channels for communication. For examples, sales team need to start selling products and solutions online instead of face to face meetings.
Need for reskilling Employees need to be reskilled for new technologies, new processes, or new job roles; and these skills need to be developed in the context of the prior skills.
New public health regulations With the COVID situation, there are new public health regulations coming up and employees need to be trained before coming back to work.

Design Technology Disruptions and the Opportunities They Create

These are changes at a technology level purely from a design perspective, these disruptions can impact the way you design learning content.

Disruption Opportunity
Rise in automation With technology upgrades, new ways of working emerged with automation. For example, platforms using AI to help in language learning; using Google translate for rapid and cost-effective translations. Using AI to generate questions from raw content by using tools like Quillionz. Off-the-shelf content providers can use technology to reduce the cost of production.
Phasing out of Adobe Flash With Flash sunsetting, there was a huge demand for migrating content to newer technologies like HTML5, Unity, and mobile-friendly content.
Rise of dynamic video This led to usage of technology to deliver interactive and dynamic videos with analytics. Exaltive is a great example of the same.
Emergence of mixed reality Boeing has reported 25% productivity improvement for technicians using mixed reality content. Off-the-shelf content providers are in the early stages of exploring this technology.

Delivery Technology Disruptions and the Opportunities They Create

These are disruptions driven by change in delivery technologies.

Disruption Opportunity
Emergence of social collaboration technology Social collaboration platforms like Teams and Slack are now used in day to day work life. Delivering learning through such platforms in the workflow is another opportunity area for off-the-shelf providers.
Increased adoption of mobile technology Using mobile to deliver learning bytes based on need and learning pattern is another opportunity for off-the-shelf content providers.
The shift from LMS to LXP There is a lot of conversation around how to syndicate off-the-shelf content with platforms like EdCast, Percipio, and Degreed.
Rise of artificial intelligence/machine learning Delivering off-the-shelf content pieces for personalized learning experiences to learners using artificial intelligence and machine learning technologies is another area of opportunity to explore.
Rich data analytics Generating rich data analytics based on learner behaviors and work patterns; and using those insights to deliver just-in-time learning content in the workflow, has huge potential.

For detailed insights, be sure to tune in to both the session recordings through the links shared below.

August 2020 Power Hour

March 2021 Power Hour

As evident from the discussions, there are opportunities that each types of disruption can bring along. Off-the-shelf content providers need to carefully watch out for those and take advantage of them. At the same time, it is not feasible for off-the-shelf providers to work on each opportunity on their own.  Custom content learning businesses can support them for best results.

Have you devised an opportunity out of a technology disruption? What success stories do you have to share with the industry? Please comment below or drop us a note at info@harbingerelearning.com.

P.E.S.E. – A Framework to Support Remote Learning

In my last blog, I touched upon the P.E.S.E. (Prepare. Engage. Support. Evaluate.) framework that Harbinger uses for building and implementing remote learning programs for its clients. Today, we will understand this framework in detail.

P.E.S.E. basically breaks down the successful implementation process of remote learning solutions into 4 distinct phases.

Remote Learning Framework

Prepare

This is the starting point, the first pillar of this framework. This is where we lay the foundation of the success of the remote learning program.

There are multiple considerations you need to evaluate and decide on, at this stage

  • Business challenge that you are solving
  • Knowing your audience in terms of who they are, where they are, and how they are
  • Learning modality to be used for the program – VILT or eLearning, Game-based or videos
  • Role and choice of technology
  • Skillset of existing instructors – Assessing if they require any upskilling or reskilling

Engage

This is the second pillar of the framework. Learner engagement is of paramount importance in remote learning, when you know they can be distracted easily. There are three distinct stages at which you need to take care of learner engagement, in remote learning.

  • Pre-event
  • During the event
  • Post-event

To understand this better, let’s take the example of a virtual instructor-led training (VILT) session and understand how we could engage learners at each stage.

  • Pre-event: Creating a teaser animation video and rolling it out to the audience on the topic of the VILT session. This can generate curiosity and motivate learners to participate in the session.
  • During the event – Using group activities where learners can participate and brainstorm with their group members and compete with others. Sleek and modern visual learning design is also a great hook to ensure engagement from the learners during the event.
  • Post-event – It is very important to indulge in engaging learners post the event to enable better retention and to overcome the forgetting curve. Some ways this could be done for a VILT session are through nudging learners with small learning bytes after the event or sharing job-aids after the session.

Support

The third pillar of this framework is aimed at supporting learners throughout the life cycle of remote learning. The key is to integrate this support in the flow of work. You can consider options like having an AI-enabled virtual coach integrated in an office productivity tool like Slack or Microsoft teams to support your remote learners.

Evaluate

The fourth and the last pillar of this framework is aimed at evaluating the results of the remote learning program against the success parameters that were set. And based on the findings, if there is a need to make course corrections in the program, they can be implemented, and the program can be re-launched.

All the pillars of this framework play an equally important role in ensuring the success of any remote learning program. P.E.S.E. is a scalable and robust model. To know more about it, please drop us a line at info@harbingerelearning.com.

 

Pivoting a Business Model to Support Remote Learning Needs

COVID- 19 has created unprecedented humanitarian economic and psychological demands on our society. Nothing has been left untouched. One of the important business needs for organizations during these times has been to quickly figure out new ways of doing business and identifying potential opportunities. Dr. Anil Lamba, Director Lamcon Finance & Management Services Pvt. Ltd., shared his business model transformation story, in a webinar recently. His institute provides financial training programs. Dr. Lamba has successfully pivoted his business model to cater to emerging market needs of remote learning.

In the webinar, Dr. Anil Lamba talked about what it takes for a business owner to pivot around a business model and adapt to the changed market scenarios. He was accompanied by Utkarsh Mahajan from Harbinger Interactive Learning who spoke about a model to create engaging remote training programs. Here are some highlights.

Early Days of Lamcon and their Foray into eLearning
Dr. Lamba, who is a renowned corporate trainer now, used to be a full time practicing chartered accountant early in his career. From there, he moved to pursue his passion for teaching finance and gradually Lamcon was born. Today, Lamcon trains over 3000 companies across the world.

During the early days of Lamcon, Dr. Lamba decided that he will be the only trainer in the company to provide consistency in service. And that’s when he started to build an ecosystem around himself to meet the needs of their increasing clients. They started developing supporting products. They created a series of videos and that was the company’s foray into eLearning. They also created books. The common figure across all these products was Dr. Lamba. It helped maintain consistency in the entire ecosystem.

Business Model – Pre-Pandemic and Post-Pandemic

Lamcon had a business model where they trained in two ways.

  • In-company programs, conducted on invitation for employees of any company
  • Open programs, which are available for anyone to join

Dr. Lamba used to travel to company chosen venues to deliver these programs before the COVID- 19 pandemic hit. Live training videos were recorded at company locations and were utilized to train the larger employee set who could not make it for face to face training. Open programs were also delivered live. But Dr. Lamba, who has always believed that finance is a subject that everyone should know, always had a lurking thought at the back of his mind. He always wondered why he was training only 20-30 people in a room when this topic was relevant to almost everyone across the globe.

But early this year, due to COVID- 19, all physical training came to a halt and that is when Lamcon shifted to virtual training as the new mode of delivery to address their clients’ training needs. Dr. Lamba feels that it was a blessing in disguise for Lamcon because there is no limit to how many people he can train now. He is not confined by the four walls of a room. As an organization, Lamcon has decided to almost stop all face to face open training programs going forward, even beyond COVID- 19. They will also we will give an option to companies to opt for virtual training.

Lamcon uses Virtual Instructor-Led Training (VILT), accompanied by eLearning modules. To support higher enrollments, they have shrunk the prices of the training by about 40%.

Productizing a Service

Training is a form of service and if you’re providing a service, you can only grow up to a certain point, beyond which there is a ceiling. Dr. Lamba always wanted to productize the service he provided – the books, videos, and the eLearning they created, was an attempt at the same. This made their service mass producible and there was no fear of hitting the ceiling.

Harbinger’s P.E.S.E. Framework for Remote Learning

Remote Learning Framework

Lamcon worked with Harbinger Interactive Learning to create their remote learning assets. With over 30 years of experience, Harbinger boasts of developing various innovative learning solutions for its clients. And the recent times have been no different. Harbinger has been actively supporting its clients in creating remote learning solutions using the P.E.S.E. (Prepare. Engage. Support. Evaluate.) framework. We will cover more about this framework in our next blog. Until then, stay tuned.

For any queries, please reach out to us at info@harbingerelearning.com.

Remote Learning – The New Normal

Why Remote Learning?

COVID-19 pandemic has disrupted businesses around the world.  Organizations did not get enough time to prepare themselves to handle this situation. For the first few months, strategies were driven by panic and followed by finding quick fixes.

The training domain was no exception.  Some organizations simply started delivering classroom training programs over web meetings tools, just to realize that learner engagement has gone down, and their classroom trainers are not prepared for an online training delivery.  While others took the presumably safer route and decided to wait for things to go back to normal and then continue with their existing classroom training model.

However, today, most of us have accepted the fact that remote learning is the new normal and is here to stay even beyond COVID- 19. The sooner we adapt to it, the easier it would be for an organization to sustain in these changed market dynamics. The good thing is that this modality has been around for quite some time and hence, there are set practices and tools available to make it effective. It would also help to know that there are companies which have successfully figured out effective business models to work around it. Lamcon Finance & Management Services Pvt. Ltd, a leading provider of financial training programs, is one such success story where their core business model of Instructor-Led Training (ILT) delivery was successfully transitioned to a Virtual Instructor-Led Training (VILT) model.

Tips to convert ILT to VILT

Here are a few things they kept in mind as they converted their ILT programs to VILT:

    1. Virtual learning is not classroom training delivered over a web meeting
    2. Learner engagement is the key
    3. Explore technology to deliver better learning experience

Want to know the complete story and reasons behind Lamcon’s success? Join Dr. Anil Lamba, bestselling author, international corporate trainer, and Director of Lamcon Finance & Management Services Pvt. Ltd, in an interactive webinar on July 16, 10 AM Pacific Time. Register here: https://harbingergroup.zoom.us/webinar/register/6515943631466/WN_xfWCGyW9QwGunj-aHkaSbQ.

For any queries, please reach out to info@harbingerlearning.com.