Learning trends

Digital Learning Maturity — what it means for your business

Read in 3 minutes Modified on
Digital Learning Maturity

There are many reasons why putting people development at the heart of your operations is the most important thing to do. Meanwhile the business imperative has never been more clear — technological change combined with the challenges of the pandemic demonstrate a critical need to focus and invest in reskilling and upskilling to ensure you have the capabilities that are required for the disrupted times to come.

Every business has its own set of challenges, goals, talent and skills — this is your unique skills landscape. There’s a fundamental link between your current skills landscape, your digital learning maturity, and your future business blueprint for success.

To keep up with these technological and global changes, your skills landscape will need to be nurtured and cultivated. Without ongoing and continuous attention, it won’t become a real and scalable competitive advantage. For that reason, upskilling and reskilling is a self-fulfilling prophecy, without the right input, it’s almost impossible to get the best results.

A structured and evidence-based approach towards digital learning maturity is a first step into identifying your blind spots and possible opportunities to accelerate on your journey towards more impact.

What is digital learning maturity?

Digital learning maturity is our ability to align to constantly changing business priorities; to actively explore and understand the context of the people in the workplace; to shift our L&D mindset from reactive order takers to business enablers; and to constantly reflect and improve based on evidence and outcomes.

The more mature your organization, the more integrated, scalable, holistic, human-centric and outcomes-focused your digital learning offer is.

The skills landscape has always seen a continual cycle of growth and change, peaks and troughs. What has changed is the speed of change. There is no silver bullet though, to make this happen overnight. Cultivating your skills landscape means defining your own journey – in the context of your own business, as each is unique.

With our map for impact, digital learning maturity is surveyed across six dimensions — including your L&D capabilities, your line managers attitudes to learning, the analytics and data that supports it, and more.

Professionals naturally learn better when training is personalized, packaged in bite-sized formats, designed as a journey and incorporated into the daily work routine, supported with timely reminders. But equally, people managers and leaders need to adopt the right mindset for learning leadership. L&D also needs to be equipped with the skills to succeed.

On top of this, integration capabilities should enable the learning system to be interconnected with the wider digital ecosystem of the organization. This includes HR and talent suites, and productivity tools such as Microsoft Teams.

Finally, success in tracking learning impact is as much about relationships as statistics. For an organization to grow its maturity, L&D needs to collaborate with other stakeholders to build and improve their analytics framework.

How can you check your current digital learning maturity?

The first step to maturity is being intentional and taking an interest in your current landscape. But it’s an involved process that requires knowing the right questions to ask to the right stakeholders.

Our diagnostic tool can survey your skills landscape in a matter of minutes. By answering a few short questions that get straight to the heart of your learning ecosystem, you can understand where you are on your maturity journey and set the flywheel in motion to ensure your self-fulfilling learning prophecy is one of success.

CrossKnowledge’s digital learning maturity tool helps you uncover where you are on your journey and understand how your learning offer is connected to the wider business environment.

With a keen eye on the future, you’ll set your flywheel in motion.