It doesn’t take a data scientist to help us understand how much information is lost during and immediately after traditional learning experiences. Read a book, watch a video, sit through a lecture, read a product training document and at best you have a good introduction to a topic. Attempting to retain much of that information and apply it to the real world is as futile as trying to remember someone’s name after an initial introduction at a networking function.
In sales and customer service the same experience plays out when an employee quickly accesses a document as reference material. Even if that material is relevant and can be accessed in real time, the information is most likely never transferred to memory. In other words, that process doesn’t produce knowledge transfer. The best customer experience occurs when the knowledge has been learned yet resources are available at a moments notice with the “latest” product and procedure update.
The solution to drive performance in the workplace comes from a natural evolution to create a better option than traditional training. Because we have access to a nearly unlimited amount of reference content available to store and offer up, we do. Offering up a large amount of content was the easy button. Not only is that not helpful (because it requires users to filter content on their own) but it may be detrimental.
Doron Gower, CSA of Knowledge Management System, KMS Lighthouse reminded me of this quote,
“We are drowning in information but starved for knowledge.”
I understand the propensity to go big with content though. Systems and products are exponentially more complicated and they get to market at lightning speeds which require employees to have a massive amount of knowledge.
However, it’s just not possible to readily know everything. Rather, employees must be able to utilize resources that can provide them with quick and relevant answers and then have tools to learn on the job where 90% of knowledge transfer actually occurs.
The evolution of performance improvement requires us to combine relevant content, delivered on demand with adaptive learning delivered on time.
If you think about Adaptive Learning (we defined the 6 Levels of Adaptive Learning here) the two most critical components are 1) content (you have to have enough and it must be relevant) and 2) data (it has to be available and relevant to be able to respond appropriately). Knowing what learning to deliver while utilizing engagement and performance data is essential to developing the most impactful employee solutions.
“The ability to deliver “true” performance learning based upon employee behavior and actions is now a reality due to AI and the integration of systems such as mLevel and KMS Lighthouse. No longer will learning be limited to the classroom and the LMS but will instead happen right where the learner is doing their job and when they need it.”
-Jordan Fladell, CEO mLevel
“By bringing learning platforms and knowledge solutions together users are served with the tools to receive the right information at the right time, armed with the know-how to use it.”
-Doron Gower, CSA KMS Lighthouse
To further improve learning, platforms must provide the kind of detailed data analytics necessary to power an adaptive solution and mLevel is the industry leader.
“Understanding the evolution and importance of the future of performance improvement is why we are making investments in knowledge management integration as well as advanced data analytics.”
mLevel is rolling out Performance Analytics, a Learning Performance Visualization tool that eliminates the need for 3rd party data integrators and dashboards while providing the most advanced learner data possible. Read more of what’s coming in August.
The next installment of our Expert Webinar Series will feature KMS Lighthouse Chief Solution Architect Doron Gower and mLevel CEO Jordan Fladell as they review case studies of the power of integrating knowledge and learning systems. Click here to register.