By Natanya Rutstein
The era of accelerated technological progress has led to an overwhelming and constant flow of new information leaving today’s generation of learners having to sift through mounds of content in the hope of finding exactly what they are looking for. To add to this, there are no guarantees as to the quality of information they may unearth. Although the Learning Experience Platform (LxP) or Learner Management System (LMS) has brought all resources under one roof it has not necessarily guided learners to select the right content.
Modern learners are accustomed to looking up information on the internet so why not curate all this information for them and amalgamate it with all your internal and external resources? This will allow for a more focussed and immersive learning experience in the flow of work. In the same way that Spotify and Netflix provide their consumers with specially curated playlists and recommendations based on an individual’s viewing profile, L&D departments should also be offering specially curated “playlists” to learners either linked to a learning path or offered as individual recommendations based on the specific skills requirements of the job.
Curation is the art/science of identifying the best information for the organization and providing context and order to it. – Bersin by Deloitte
Content curation is fast becoming a key L & D skill and can help organisations to keep up with the rapid pace of changing business needs which require employees to have the capability to quickly learn new skills. Here are some best practice tips to consider when curating your learning and development content:
Use Subject Matter Experts (SME’s): Engage with your SME’s to identify the most relevant and cutting edge content. Use their inputs to augment the content with context and guidance. This can facilitate sharing between learners and SME’s and in turn encourage the formation of communities of practice and a culture of continuous learning. Don’t forget to involve your SME’s in the regular update and continuous improvement of the content.
Tunnel vision: Design a framework which ensures that only the most relevant content is selected and carefully mapped to the learning goals and required skills of the target audience. Too much content or irrelevant content may once again overwhelm and disengage learners.
Learner experience: Make sure that your platform has feedback mechanisms to stay in touch with your learners and regularly evaluate the learning experience against individual learning goals. Continuously improve your “playlists” to enhance learning and maintain interest.
Cutting edge content: Playlists need to be constantly monitored and updated to reflect the latest content. Historical data must be ruthlessly archived.
Learning path within a learning path: Offer learners the freedom to choose the content or resources which most appeal to them and which are aligned to their learning goals and those of the organisation. Allow them to curate their own playlist within the carefully mapped and aligned playlist of learning material.
In navigating the challenges of a rapidly changing business environment it is L&D’s responsibility to identify the skills needed for the organisation to succeed and to ensure their development in the fastest and most cost effective manner.