What is Learning About? Image Retrieved from: https://depositphotos.com/58182653/stock-illustration-education-word-cloud.html

Every single person who steps into the workplace today is a unique, individual person. Their capabilities are different, as are their learning needs. So why are all approaches to workplace training often exactly the same cookie cutter approach for every person who walks through the door? Why have we systematized learning in such a way in corporate America that it becomes a plug-and-play approach? Has traditional learning forgotten about the individual learner in their race to save money and to create learning curricula which is cheaper and easier to implement? 

Workplace learning needs to be tailored to individuals, but what does this mean? Tailored or personalized learning "refers to instruction in which the pace of learning and the instructional approach are optimized for the needs of each learner," (Ed Tech Office, 2017). In my opinion, tailored learning approaches should be designed to fix the "one-size-fits-all" problem, which has plagued corporate learning environments for an extended period o. Having seen the one-size-fits-all approach in action within my corporation, I know first hand that this is not the approach adult learners need to be successful in the workplace today.

A few years ago, I was working in the training division of my organization. My division was in the process of retraining individuals who were transitioning roles in the organization after a restructure of a large department. Our training division was charged with upskilling and reskilling a group of individuals who were "lumped together" into the same educational group. All of these individuals were coming from very different areas in the company into highly specialized, technical-based roles which were customer facing. Each of the learners had extremely varied experiences in the organization. Some of them had minimal experience working in the area of the company they were transitioning to, and all were at various states of their careers (early, mid, late.) My training cohorts and I were charged with delivering on a stock of training materials to each of the learners, and the training curricula was exactly the same for every learner. Early on, we recognized how many of the learners were struggling with material, and some of the learners were frustrated and bored. We had a large problem on our hands. 

I immediately went to my manager and explained my observations and was immediately told, "just deliver the training." I wasn't satisfied with this answer, so I brought together some data and statistics explaining my observations, and I also brought forth a solution, and it is summarized below. I cannot share the infographics and templates with this solution as they are considered intellectual property of my corporation. 

• Based upon an employee's individual background and learning experiences, we created goals and technical training outlines which included specific job goals for the individual learner. 
• We created timelines and set milestones for the learners to keep the trainees and check in's with trainers on track. 
• We sat with individual learners and helped them to create goal tracks and training objectives tailored to that person's needs. 
• We paired each individual learner with a more senior mentor in their area who they could meet with regularly for support. 
• We switched up modes of learning to suit individual learners preferences and learning styles- some web-based training, some face-to-face learning, and utilized some digital tools which offered contextual learning to maximize knowledge retention and minimize the "forgetting curve." 
• We met with individual learner's managers on a regular basis to provide training needs assessments and evaluations, along with helping to review results from quality control inspectors on the individual learner's work. 
• We created learning tracks based on each individual learner's pathway versus focusing in on one fire-hosed approach with taught the exact same thing to each learner, despite their knowledge and experiences. 

Through this experience, I learned that personalized learning promotes skill progression, boosts learning engagement by making it relevant and personal, and helps prepare employees for the future. This is why learning and development programs need to adopt personalized learning approaches today to prepare for the future. 

Content curation is more than just collecting a bunch of information for individual learners to explore, and moves more into realm of developing learning strategy. According to Training Industry, "content curation is the process of sorting through vast amounts of web and enterprise based content and presenting it in an organized and meaningful format. An individual who performs this activity is known as a content curator," (Unknown, 2013). 

Why is content curation important to personalized learning?  Content curation can help to reach different learners, and provide a virtual Netflix style selection of learning materials which provides a targeted, specific learning experience for each individual. It resonates with todays learners who are more adjusted to curated materials within their social worlds. 

• Content Curation is Key. Media Retrieved from: https://www.youtube.com/watch?v=TaeB6rxSEsQ

There are four different methods to content curation, which is essentially the gathering process of content for learners into "buckets" or groups, to be shared with learners. Curated content can essentially be anything, e-learning, technical courses, infographics, blog posts, news articles, development resources. The strategies around content curation vary, and are explained in the following infographic. 

Content Curation Strategies Image Retrieved from: https://madelearningdesigns.com/2016/03/25/the-art-and-skill-of-content-curation/

Content can be curated from just about any external source, but of course will have to be properly vetted for validity, YouTube, LinkedIn, Slack, blog posts, industry sites and Twitter feeds. Internal content from your own organization can be utilized as well including job aids, handouts, process guides, and information on the company intranet. There is no one way to curate, find or group content which is better than another, but it really depends on what you are looking to develop as training resources as to which content curation strategy you might choose. 

Aggregation: "It's the most common flavor of learning content curation. Aggregation involves gathering relevant information about a topic and storing it in a single location. To put it more simply, aggregation is collecting and compiling information for easier, on-demand access later." (Andriotis, 2018). 

• Examples of aggregation would be an RSS feed  (Wright, 2019) 

Distillation: "Like aggregation, it also includes collecting and storing information. In contrast though, distillation requires sorting and filtering so that only the most relevant content is presented to the learner."(Andriotis, 2018) 

• Examples of distillation include gathering and sorting content based on relevant keywords and hashtags on social media.

Elevation: "Arguably the most complex training content curation approach, because it incorporates the identification of a current trend based on every piece of content. This intricacy and complexity in implementation makes this method much different than the others." (Andriotis, 2018) 

• Social media algorithms utilized like Twitter, Facebook and LinkedIn are an example of elevation in action.

Merging: "Refers to training content curation that puts two or more different sources together. When merged, these sources are then used to come up with a new perspective on a certain topic. Not only does the method concern combining different content sources, but the most important part is building on existing content to present the topic in a new light." (Andriotis, 2018) 

• Wikis- like Wikipedia, or learning wikis are examples of merging 

Chronological: This is probably the easiest and the most interesting way to approach training content curation. Chronological arrangement is just aggregating and arranging content based on publish dates. Simply put, it’s arranging content in a timeline.

• Topics that evolve over time, in name and how they are delivered are an example of chronological curation. 

Curated content for learning should be interactive and make people think about their situation and beyond. It is recommended to design questions, social interaction, and activities to support the curated content. The goal of curated content is to go beyond event-based learning and into continuous and self-directed learning. "Event-based learning refers to teaching activities that employ either historical or emerging events from the real world to achieve a pre-defined set of learning objectives," (de la Chica, 2014). Self-directed learning "describes a process in which individuals take the initiative, with or without the help of others, in diagnosing their learning needs, formulating learning goals, identifying human and material resources for learning, choosing and implementing appropriate learning strategies, and evaluating learning outcomes," (Knowles, 1975, p. 18)

There are differences how individuals from differnent generations learn and varying patterns by which they learn new things. The following video provides perspective on this concept and explains some of the differences in multi-generational learning. 

• Millennials Prefer a Different Way of Learning. Media Retrieved from: https://www.youtube.com/watch?v=TcINdxz8A6I

Because the Millennial generation is larger than any generation since the baby boomers, there is a very large influx of this generation in the workplace. Training has to change for this generation of learners, and consider their needs. Corporations often get frustrated at the idea of figuring out learning solutions just for a particular generation, but an understanding of the demographics you are teaching is important to curating content. According to Develop Intelligence, "Millennials will make up the largest percentage of the American workforce, and they're set to make up 3/4 of the workforce by 2025." (Whitney, 2017).  Providing personalized learning solutions is one of the most effective ways to reach millennial learners within the work environment. The following video provides some good perspective on creating impactful learning opportunities for millennial workers. 

• 6 Elements Needed to Deliver Training That Transforms Millennials. Media Retrieved from: https://www.youtube.com/watch?v=mP_qTefDwwA

Personalized training is the way adult learning paths should be designed, no matter the generation, but again, incredibly important to the millennial generation. When you consider the varying experiences each individual learner comes into a workplace environment with today and the need to upskill and reskill learners faster than ever, personalized learning is the key to providing the best learning experiences for adults today. Many experts say it offers an elegant solution to a long-standing dilemma: Learning and development are critical to corporate success, but if leaders aren’t selective, and approach learning for each individual specifically, learners often become frustrated, disengaged, and will often leave their positions.

"According to the Deloitte Global Millennial Survey 2019, a lack of learning and development opportunities was voted as the third leading cause for Millennials and Gen Z to leave their current organisations; while a majority considered their employers should bear the greatest responsibility to future-proof their workforces," (Chan, 2019). Millennials and Gen Z learners crave something different in their workforce experiences, and how they learn, and develop in the workplace is key to helping retain them within organizations. 

Strategies for Multi-Generational Learning Workplaces: Image Retrieved from: https://www.ccl.org/articles/leading-effectively-articles/the-secret-to-working-with-millennials/

As training and learning professionals attempt to design tailored learning solutions, the above tactics need to be taken into consideration. Because of the unique needs of all learners in a workforce, and the workplace needs being so varied for each generation of learner, these tactics provide some strategy towards creating the right kind of learning program for each learner. These ideas seem very simple, but provide real-time solutions that can be employed in a variety of ways through various learning programs. 

Who's Watching: Netflix Style Learning:

In truth, not an extensive amount of research has been completed into the application of tailored learning approaches in corporate learning environments. Most of the research centers around the idea of how learning "styles" may not actually be the way to tailor learning programs for adults.  Traditional education, both in the school system and in most corporations, is problematic because it lacks personalization. Most learning within educational institutions is systemized, factory-like and holds each learner to the same standards. Today's world demands more of learning and development professionals. It demands curated content, and a virtual Netflix-style platform. Social media influx has changed the way individuals view their lives, their work, and just about everything in our existence. We expect to have our experiences tailored, so why isn't workplace learning getting on the bandwagon? 

Completed studies show that personalized learning works, and around 90% of corporations agree that it is effective. However, uptake into corporations is only around 50%. (Hoffman, 2017). 

"Personalization is everywhere. Just log in to Netflix, Amazon, or Facebook, to see personalization at work – that is, platforms like these have found ways to leverage user data in order to provide a more tailored and relevant user experience. The goal of personalization is to increase user engagement on platforms such as these, and the numbers indicate that it’s working," (Hoffman, 2017). 

The issues corporations run into with personalized learning, or PL for short, is the dedication of resources, the expense, and the fact that it is difficult to execute with companies who are hiring on mass-scale levels. "While PL is the most ideal approach for both learner and facilitator, executing PL programs will greatly depend on the capability of the organization. Personalized education requires a great deal of resources to execute," (Andriotis, 2017). 

In truth, many corporations are not interested in investing the resources and capital necessary to make personalized learning a reality, despite its effectiveness. The required massive investments in technology, the wide-ranging resource collection necessary, and needs analysis and evaluative services that have to adapt are major roadblocks to corporations accepting personalized learning as a standard for training. One of the other challenges is the limitations of how analytics can be utilized in the learning environment, and real concern for how software and algorithms control the learning experiences, based on the information fed to them.

"In fact, personalized learning has a limited idea of what an education actually is. Modern personalized learning envisions a series of discrete skills and scraps of knowledge, acquired in a particular sequence. This ignores everything we know about integrating learning into prior knowledge and the world at large. It stifles creativity and critical thinking; rather than forge paths and develop a personal relationship with a body of knowledge, personalized learning calls on students to just move down a path that has already been laid out with pavement, guardrails, and penalties for daring to wander," (Greene, 2019). 

Personalized Learning is Expensive: Image Retrieved from: https://trainingstation.walkme.com/managing-employee-training-costs/

In the end, corporations do have to balance the concern of high costs with the pressing need to evolve their training programs towards the future. "If you believe that training is expensive, it is because you do not know what ignorance costs. Companies that have the loyalty of their employees invest heavily in permanent training programs and promotion systems. " (Lebeouf, 1985). 

Saba Logo: Image Retrieved from: https://talentedlearning.com/lms-vendor-directory/saba-software/

The following video explains one of the innovative approaches in personalized learning which is increasing employee engagement, and driving better outcomes for businesses in their learning programs. 

• Saba Cloud: Increase Employee Engagement; Image Retrieved from: https://www.youtube.com/watch?v=TFwtlEyM9zE

Companies are starting to recognize the importance of utilizing cutting edge learning management systems, and making the investments into learning platforms like SABA. 

USA Today has started employing some of the features of the SABA system, and they are seeing great results within their learning programs. The following video provides perspective from the Director of Learning at USA Today, and how SABA has transformed the personalized learning experiences for their employees. 

• USA TODAY NETWORK: Creating Personalized Learning Journeys with Saba Media Retrieved from: https://www.youtube.com/watch?v=qwNAHVrg6FM

SABA advertises a hyper-connected approach to learning management that puts the user at the center of their learning program.This is the core principle of personalized learning, where the user/the student is the focus, and the controller of content within the learning environment. SABA states that with their programs, you can "motivate your people with personalized, just-in-time development experiences. Prescribe learning in the moment of need and give them the autonomy to explore and grow on their own. Then improve the way you measure the impact of learning, regardless of where, when and how it happens," (SABA, 2019). 

The following infographic displays that user-centered approach to learning with SABA. 

SABA Wheel of Hype: Image Retrieved from: https://www.saba.com/products

70/20/10 Model Approach: Image Retrieved from: http://charles-jennings.blogspot.com/2013/06/702010-framework-for-high-performance.html

One of the main theories supporting the concepts of personalized learning is the 70:20:10 model where learners spend most of their time learning and developing through experiences, taking on projects, and working on tasks and problems. The next portion of their time is spent in mentoring connections, and developing skills through working with others, and the least amount of their time is spent learning and developing through traditional structured classroom experiences, courses and programs. 

In the following video, Charles Jennings discusses the future of 70:20:10 and how it has evolved as a framework and a model to nudge learning strategy towards the future

• The 70:20:10 Approach to Learning and Development Media Retrieved from: https://www.youtube.com/watch?v=QTaQeTb1T7k

Charles Jennings is the founder of this model of learning and the 70:20:10 Institute. He is a leading thinker and practitioner in learning, development and performance.

It’s important to be aware that 70:20:10 is a reference model and not a recipe. The numbers are not a rigid formula. They simply remind us of the information shared in the video above – that the majority of learning and development comes through experiential and social learning in the workplace (the ‘70’ and ‘20’) rather than through formal classes and courses (the ‘10’). Of course, structured and directed ‘formal’ learning can help, but it rarely, if ever, provides the complete answer. And with personalized learning, tailored to the learner's experience level and capabilities, the 70:20:10 model often has to be adjusted as to learner's needs, but it provides a good backbone of theory on learning plan development for each individual learner. IE: Some learners may need more to be within that '10 area due to upskilling needs. Some may need more mentoring/coaching time for feedback- 'the 20. But that's what makes 70/20/10 successful, its flexibility. 

If you acknowledge that high performers usually build their capabilities through experience, through practice and through utilizing a rich network of support rather than exclusively (or even mainly) through structured training and development away from the workplace, then you will immediately grasp the 70:20:10 concept.

With the transition of companies into the digital, AI, and machine learning worlds, 70:20:10 is the learning concept which appears to be the vehicle for moving companies into the future. There are some drawbacks about the 70:20:10 model which relate to implementation, and whether companies decide to be flexible with the individual learner's needs which are outlined in the following video blog post. The model is not without faults and is not foolproof, but again, I would relate those to whether or not a company is willing to be flexible with the "numbers" on time spent learning in different arenas. Again, this is where personalized learning comes into play. 

• Why 70:20:10 is Failing Media Retrieved from: https://www.youtube.com/watch?v=ImoCzsADsOs

I have experienced 70:20:10 in action with some future leadership executives within my corporation. These leadership executives are in a training program which allow them to oversee a project which is designed to build their abilities to lead at the executive level. One of these Leadership Executive Development Associates (LEDA's), we'll just call him Mike here, is currently helping to drive out a major project which is going to require transformative changes to multiple departments within my company. I am assigned to this project as the Change Management Analyst, and I spend a lot of my time working to coordinate the collaborative resources we need to drive out all of the functions of this project. But, I also spend some of my time coaching and mentoring Mike in his LEDA role because of my subject matter expertise. Mike has to lead this project from an executive level, and he is learning through that process. I have watched him make good decisions and bad decisions that have utterly failed. But failure isn't failure for Mike as he learns from those experiences, and that is one of the key principles of 70:20:10. Life in corporate work environments doesn't go "perfect" all of the time, with all cylinders clicking like a well-oiled machine. Learning to manage through failure is an important part of the experiences leaders need in order to be successful in the future.

Charles Jennings discusses in the following video the future of 70:20:10 and how it has evolved as a framework and a model to nudge learning strategy towards the future. 

• The Evolution of 70:20:10 Media Retrieved from: https://www.youtube.com/watch?v=Vu36icXkC-Q

Richard Branson: Virgin Airlines: Image Retrieved from: Richard Branson: Virgin Airlines Executive: Image Retrieved from: https://www.azquotes.com/author/1825-Richard_Branson

Let's face it. We live in a "me-focused" world. Work is changing to become more focused on the individual, and how they can contribute individually to a particular effort within a team-based approach. Corporate learning has to adapt to this by creating strategies that are more directed towards individual learners needs. Personalization has become part of our everyday lives as consumers in the marketplace, why would it not become part of our corporate learning experiences? “Personalization will revolutionize L&D by providing customized learning experiences for every employee, based on the challenges they face in their role, their career aspirations, and their personal preferences.” (Osborne, 2019).

Richard Branson's quote states it best. Employees need to feel a connection to their company, and that can be provided to them through personalized learning experiences. Personalized learning provides an experience for employees that allows them to be trained in the most effective way possible, but also provides them a connection to their company, and speaks to the investment a company is willing to make in their workforce.

Personalized learning promotes skill progression, boosts learning engagement by making it relevant and personal, and helps prepare employees for the future. It's an exciting time for personalized learning in the workplace.

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