Request a demo
Discover your hidden learning culture

Discover your hidden learning culture

Learning collaboration is usually considered to take place between employees or team members, working as a cohort, or sharing and consuming content as a group or team. 

However, today we are faced with rapid changes in workplace skills, the like of which we may have never seen before. 

That places an extraordinary load on the HR and L&D team to attempt to predict learning needs, embrace, develop or source the right content, make that content appropriate to the organisation’s needs and garner support from the learners to consume – so that everyone can benefit from newly acquired skills that are needed right away.

In my mind, the best the HR and L&D team can effectively do, to meet this head-on, is try to translate direction and strategy into potential needs and/or emerging gaps that the organisation may need talented employees to fill.

Your organisation may already have the required skills, or the talent primed and eager to acquire those skills. The question therefore may be: is your business harbouring hidden skills and talent?

In the very short term, I predict that a different model will emerge – that of collaboration between the organisation and employee. I fall back on an expression I’ve used many times in my career – ‘let smart people do smart things’.

To achieve this, the learning management system (LMS) you rely on for key processes will need a fully integrated Learning Record Store (LRS) and Experience API (xAPI) support for tracking and managing external learning. API connectors to HR and CRM systems and action based learning would bolster newly acquired skills with evidence of achievement.

Individuals can then utilise their learning to advance their careers – and this is where your smart people step up. There’s an opportunity to understand the organisation’s strategy and directions. To assess for themselves what that may mean, in terms of the skills needed to meet future demand, is a reward in itself.

With this approach, your organisation would foster that generational desire to learn, supporting its emergence into your own culture, and making your business a popular place to be. Now, if individual rewards, promotions and self-value were associated with those self-learning pathways and directions - that could add amazing individual value and potential. Uncovering unidentified talent in different areas can produce great rewards. Perhaps the introverts will have their day after all.

There are many ways for a modern LMS to support individual learning progress, such as gamification and awarding continuing professional development (CPD) hours or points for external learning achieved. 

An integrated LRS will allow the recording and tracking of all learning, both inside and outside the LMS. This gives both learner and organisation the capacity to manage and develop identified or required skills.

Have all that newly acquired information added back into your HR system and automatically updated – you’ll end up with an emerging talent pool that’s ready to meet new demands.


Guest blog by John Driscoll

This is a guest post by John Driscoll from Agylis ANZ, an official Agylia partner in Australia and New Zealand. John regularly writes about learning technologies and practices via his LinkedIn articles

Author: John Driscoll

This article was published by John Driscoll on 21.02.2019. John is founder of Agylis ANZ, an Agylia Official Partner in Australia and New Zealand. John works with corporate, government and educational organisations to modernise their learning experiences.

Some of our clients:
  • Microsoft
  • Deloitte
  • HSBC
  • Samaritans
  • PGA
  • BACP
  • Breast Cancer Now
  • CGT Catapult
  • National Youth Agency
  • Chartered Institute of Marketing
  • Royal Aeronautical Society
  • Royal Society for Public Health
  • Foreign, Commonwealth and Development Office
  • Furniture Village
  • Morgan Sindall