Learning trends

The Learning Journey: Taking a holistic and involved approach to learners

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The Learning Journey

Article 5 of 5
This article is the 5th component of the qualitative study produced for CrossKnowledge across a representative sample of its customers across 4 markets with different cultures and maturity levels in terms of distance training practices.
Study carried out by SpringVoice, a marketing research and strategy consultancy specializing in questions of positioning, understanding customers and purpose.

When interviewed, learners expressed positive opinions on training and seemed to appreciate being provided choices and interesting opportunities.

Today, the ideal training offer is characterized by its diversity and richness. However, and we cannot say it enough, access to training alone does not ensure success.

The training process is complex, and some steps in the learning journey are crucial. It is clear that the quality and relevance of training content remain a top priority. But just as important are the actions taken before, during and after a training program is introduced. These are moments that must not be overlooked if the process is to be a genuine success.

Design and presentation – creating learner buy-in

The learning journey must be approached in a holistic way and be linked to the learner’s professional role or personal development.

The learning journey

What are the main risks at the key stages in the learning journey?

The stage before a learning program is rolled out can be a sensitive one, and if not done correctly can generate frustration and even demotivate learners.

The risks that could be encountered during this stage:

Your priority during the training

Here the overriding priority is to maintain a constant and sufficient level of motivation and enthusiasm to encourage course completion and prevent the risk of learning fatigue.

Follow-up after the training

Here the main risk is tied to a lack of reinforcement after the training. The consequence of this will be a failure to transform newly acquired knowledge into operational competence.

This highlights the need for:

It is not enough to learn new skills. The real test is when you put them into practice and check how good you are. You also have to revise them and re-immerse yourself in the learning process.

Female, 40 ans, Manager, UK

The learning journey have a clear beginning, learning path, and destination

A successful training course means the successful completion of a process in which each step counts and contributes towards the end results. This shifts the emphasis back to the need to identify the learner’s deep-seated motivations and to provide individualized support, all within a context that focuses on career management and personal development. The training must be designed from the start as a complete system and be supported by those in direct contact with the learner (managers and colleagues). If its goal is to maintain employee motivation, it must also be attractive in terms of the quality and formats of the training content.

Did you enjoy the articles in this series? We’ve created an e-Book which summarizes all the details of this qualitative study and its results.