The digital transformation of learning and development has been a topic of discussion in the industry for a while now. Many L&D teams have already begun their digital transformation journey, but are challenged with creating a formal structure around planning and implementation.
That’s because, firstly, digital transformation is about more than just new technology implementation. It’s about optimizing processes and workflows by using digital solutions.
Secondly, digital transformation looks different in every organization. Every learning leader is working with unique processes, tech stacks, and performance metrics to deliver digital transformation.
So, how can you assess your current progress? And how do you decide which steps to take next?
Digital transformation in L&D is about more than just the digital delivery of learning experience. True transformation is operationalized across three main areas, and each one affects the success and viability of the next.
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Digitize This: Your Essential Framework for Digital Transformation in L&D
1. How Data is Collected and Analyzed
Effective digital transformation incorporates the leveraging of digital solutions to make informed business decisions. Part of that is through the digitization of the collection and analysis of data to make informed business decisions.
For learning and development, there are many data points which cannot be effectively mined and utilized for decision making until the collection of that data is digitized.
It’s an important starting point for digital transformation in L&D. Initiatives like xAPI go a long way towards enabling this, but with many L&D teams still working from spreadsheets to record and analyze learning data, there is still work to be done.
Which data you choose to collect will depend on the needs of your team, but it’s important to consider sources beyond learner performance.
For example, how you track your budget, resource availability, team capacity, and project timelines can provide insights that enable you to streamline processes and improve productivity.
It may require data extraction from more than one source to compile and analyze your data, but once you do, you’ll have greater insight into your team, your learners, and your organization.
2. Digital Transformation in How Training is Developed
A core focus of digital transformation is on transferring manual processes to online channels to drive efficiency and increase the potential for a more agile response to change and demand.
For learning and development, there are several processes and workflows that can benefit from digital transformation, including:
- Training intake
- Project planning and management
- Content design and assembly
- Collaboration
Digital transformation of processes and workflows like these result in lowering costs, reducing training development time, increasing quality.
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3. How Learning is Delivered
Often the first element of digital transformation that comes to mind for L&D professionals is transferring offline, in-person training into eLearning.
It can feel like an enormous task, especially if essential training such as onboarding or compliance training are amongst those that need to be moved online.
One tip that can be useful is to take the digital transformation of training in stages. For many L&D teams, the events of 2020 made this a necessary reality. Organizations began to make use of virtual training solutions such as webinars or virtual classrooms to conduct traditional in-person sessions for employees working from home.
These can serve as perfectly acceptable solutions while you continue on your digital transformation journey towards a heavier focus on eLearning, microlearning, social learning, or any other type of digital solution that is suitable for your organization.
There is no one-size-fits-all approach to digital transformation in L&D. But addressing these three core areas of digital transformation can provide a framework for how you approach the planning and implementation of your transformation strategy.
