Don't let technology drive your learning strategy

There has never been more choice when it comes to learning and development.

Online courses. Learning platforms. Podcasts. Apps. Virtual classrooms. Microlearning. AI.

All of them can make learning more accessible, flexible and personalised.

But the danger in having so many options is that we can become more interested in how we deliver learning than in what people actually need to develop.

And with AI making it faster and easier to create learning content, that temptation is only likely to grow.

So before reaching for the latest technology, it's worth asking a few different questions.

1. What are you actually trying to change?

Imagine a manager who struggles to have difficult conversations.

You could give them an online module about difficult conversations. You could give them a video to watch, a checklist or an AI tool to help them prepare.

All of these might be useful.

But what if what they really need is the confidence to tackle the conversation, an opportunity to practise it, feedback on how they handled it and support when they have their first difficult conversation for real?

That requires a different approach.

Start by identifying the behaviour or capability you want to develop. Once that's clear, you can work out what will help people get there.

2. Think beyond content

Technology is particularly good at giving people information. And information matters because people need knowledge before they can develop many skills.

But capability really develops through experience.

People need to experiment with new approaches, practise, receive feedback, reflect on what happened and apply what they've learned in real situations.

Interestingly, CIPD's research into learning technology found that while digital learning has continued to grow, much of the technology used by L&D teams remains focused on producing and delivering content. Far fewer organisations are using technology to support areas such as coaching, peer learning, experimentation and applying learning in the workplace. CIPD: Learning technology

This opens up a much more interesting question:

How can technology help people develop and use new skills?

That's a very different proposition from simply giving people more content.

3. Use AI where it adds something

AI changes the possibilities considerably.

It can help people prepare for a difficult conversation, explore different perspectives, generate ideas, practise responses or get immediate feedback.

It can also help L&D teams analyse information, identify patterns and create more personalised learning experiences.

The opportunity is to use these capabilities to make learning more relevant and interactive.

For example, rather than giving someone another module on influencing, an AI tool could help them prepare for a real stakeholder conversation, challenge their assumptions, suggest alternative approaches and give them an opportunity to practise.

That takes learning closer to the situations people actually face at work.

4. Choose the right blend

Different development needs call for different approaches.

Some knowledge can be learned independently and digitally.

Some skills are best developed through practice and feedback.

Some challenges benefit from discussion with peers.

Some development happens through coaching, mentoring or real work experiences.

Often, the strongest approach combines several of these.

A short digital resource might introduce a new concept.

A workshop could provide an opportunity to explore it and practise.

A real work assignment could allow someone to apply it.

A coaching conversation could help them reflect on what happened.

The right blend will depend on the capability you're trying to develop, the people involved and the context in which they'll use it.

5. Keep the person at the centre

Perhaps the most useful question to ask is a simple one:

What will help this person become more capable?

The answer might be technology. It might be a conversation, practice, feedback, a stretch assignment or the opportunity to learn from someone more experienced.
More often, it will be a combination.

Technology has transformed what's possible in learning and development, and AI is taking that even further. That's an opportunity worth embracing.

The challenge is in making sure technology supports your learning strategy rather than becoming your learning strategy.

Before investing in another platform, creating another online module or asking AI to generate a learning programme, take a step back and consider:

* What are we trying to achieve?
* What do people need to be able to do differently?
* What will give them the best opportunity to develop that capability?
* Where could technology genuinely improve the learning experience?

Get those questions right and technology can be incredibly powerful.

Get them the wrong way round and you could end up with an impressive learning solution that solves a problem nobody actually had.