{"id":14065,"date":"2023-11-06T17:55:11","date_gmt":"2023-11-06T15:55:11","guid":{"rendered":"https:\/\/oeb.global\/oeb-insights\/?p=14065"},"modified":"2023-11-06T17:55:11","modified_gmt":"2023-11-06T15:55:11","slug":"what-really-matters-in-corporate-learning","status":"publish","type":"post","link":"https:\/\/oeb.global\/oeb-insights\/what-really-matters-in-corporate-learning\/","title":{"rendered":"What Really Matters in Corporate Learning"},"content":{"rendered":"
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Imagine that you are a Procurement Manager for an international company and that you have just started your new training. It is an e-learning program on procurement software that is slowly being recognized as a standard solution in your industry. However, you don\u2019t know why exactly you need this knowledge and how it is all aligned with your company\u2019s goals. After all, you already have your own IT system which is operating on processes that work best for you, and which have proven to work well in the past years. Nevertheless, you were advised by your supervisor to take this course so…here you are!<\/strong> Bravely facing all technical issues that are common in this particular e-learning (with no assigned technical support team) and going through all non-role-specific learning modules included in the training material.<\/strong>

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But after long hours spent one-on-one with your computer and dozens of cups of coffee keeping you focused, it is done. All your hard work has paid off as you have completed the course and passed the exam with flying colors. However, when you presented your certificate of completion to your supervisor, he just shook your hand, said \u201cGood job!\u201d, and promised to give you some more details in the \u201cnear future\u201d. There was no feedback or additional information to it, and you were just left alone with all your questions and doubts.

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Does any of the above seem familiar to you? If so, you probably have participated in training that could have been designed significantly better. Thankfully, today more and more training strategies are starting to put the learners and their needs in the center of the learning intervention. This is caused by the trend of personalization and the growing importance of Customer Experience (CX) in business in general, as well as in the field of L&D<\/a>.


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Learner Experience<\/h2>\n\n\n\n

Currently, simply providing accurate content or decent classroom training is no longer enough. What CX taught L&D professionals is that learners start their learning journey with a particular need that must be satisfied during their encounter both with the trainer and with the training in general. Satisfying that need has to involve e.g.: correctly recognizing it, creating a proper personalized experience with engagement checkpoints on multiple levels throughout the course, or using the right technology<\/a>. Only by having such aspects covered can L&D companies make learners associate their services with high quality and, above all, are able to create impactful training. However, it is all easier said than done, especially as covering only the timeframe of the training is not enough, because trainers also need to have in mind what happens before and even after when learners are implementing their new knowledge into their work reality<\/a>.

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But, are there any guidelines to follow in order not to get lost in this learner experience field?


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The Moments That Matter in Corporate Learning<\/h2>\n\n\n\n

Keeping in mind the entire learner\u2019s journey, the main principles of customer experience, and the general rules of adult learning, together with Marek Hyla, we have created the concept of Moments That Matter in Corporate Learning<\/a>. It comprises of six moments that can be found in any kind of learning activity \u2013 from a standalone classroom training to a complex multilevel leadership program:
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