Updated: May 7, 2020
This scenario is playing out in a business near yours. Perhaps yours. The old LMS is not getting learning traction with the employees - did it ever? You blame the old clunky LMS, so you plan to replace it. Find a new LMS? Implement, and get it integrated with internal systems like CRM, ERP, HRIS.
An LMS to replace the old LMS, really? The result. Just like the LMS the staff just refused to use, now replaced with a shiny new one, at huge cost. The same staff, will treat the new one just like the old. Ignore it. The cost of doing the same thing over and over, and hoping for a better outcome increases every day. Target New skills, Up-Skill & Re-Skill to survive and grow your business.
Time has been expended, at what cost? A Learning strategy that leaves the business with an emerging core Skills Crisis. Business risk.
In the time it may take to implement your new LMS, you could have potentially re-skilled the entire workforce.
Change the strategy - keep the LMS with your specific learning content, maybe the compliance training for your business needs. Build a learning Ecosystem that takes a 'user centric approach'. Consume that unique content as part of a Skills strategy. Lets users identify their Skills. Add new Skills. Re-skill. Create Learning Pathways and Skill Plans towards aspirational roles in the business, or supporting their own career development.
The employees will probably engage with your LMS content, curated and presented in Skills, Skills Plans and Learning pathways, at significantly higher levels, and increased frequency than they ever did.....
Then there are two areas that must be addressed - 1) Hire the right adaptable people - hint, they could be the ones you already have. 2) Give them the tools to skill-up.
The business needs flexible, adaptable, willing people. Skills are under constant demand to change. New demands, new skills, automation. Robotics is changing the business tasks and skills people will need.
These changes are happening at an increasing rate, with a level of urgency to address existing methods. Remove and update the old ways.
In order to address rapid changes in the Skills needed as the world surges towards the '4th Industrial revolution' - the rapidly emerging 'Knowledge Economy'.
All you now know, or need to know, is likely to change - very soon. Skills are the currency of that new Economy.
In your business you need to hire or re-train for 'the Skills you Need Next'.
The trick is, you don't yet know exactly what those skills will be.
The inherent flexibility in willing adaptable people, to gain the skills needed to continue a successful, employable life, is practically an instinct. Plug into that instinct. Learning tools to engender new skills, life-long-learning. 'Re-skill the workforce', is no longer a one time task. It is a continuous business process.
Investigate courses like this one to 'Sharpen the Saw' prepare for new thinking, skills and new ways to engage your customers.
This can all change to a highly positive business cycle that first accepts, that change is inevitable, it has changed today, it will tomorrow.
Automation does not not just displace people. It makes them available for intelligent human work, like designing, innovating, creating new projects and processes that automation and robots can be used for, to complete at high speed and lower cost.
Re-invent how business creates a product or solution - this is the new opportunity for people to walk-away from repetitive, mind-numbing, task related work.
To engage their inherent instinct to learn, to re-skill. These adaptable, willing people, need the 'opportunity to learn and adapt.' Your job in business is to provide them the tools, so they can.
The big question is always the same. Can you re-train your existing staff to quickly change direction? To meet the new business demands.
I think your existing team may surprise you, they could be incredibly adaptable and excited to adopt change. Given the opportunity and the exciting potential to learn something new. New skills and capabilities - give them the tools, the support - to unleash all that potential.
Most CEO's worry they won't have the right Skills to win in the near future. The core of the issue is. They mostly don't know what skills they already have, or what skills they need to win in that future.'
You first need the base-line question covered - What skills do we have? If you don't have this base-line knowledge, you can't know if you have, or need new skills.
The Talent Strategy for the Business needs to focus on:
‘Hire or retain the best talent you can. Agile, intellectually inquisitive, capable to refresh with new skills rapidly’.
Then be prepared teach them what you want them to do.
Support your talent with business investment, in the right Learning resources.
“What skills they acquire next, how quickly they can re-skill or up-skill, is the critical success factor for your business.”
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