Resources to Accelerate your Learning Architecture

Learning and training is getting technology savvy not just in terms of innovative learning modes usage, but also with respect to learning architecture that is going dynamically revolutionized since last decade. MOOCs, distance learning, webinars etc. all result out of this revolution and still a number of innovations are expected to come in the world of learning architecture. In this article, I would be focusing on what learning architecture is, how it evolved, what elements it is being incorporated with lately and the resources that can accelerate the learning architecture, leading to the most effective learning experience both for the trainers and learners.

Staring from the case of my own firm trainingedge.com, I would state that we never stick to evergreen rules of thumbs when it comes to learning. Every day, a number of businesses come with their unique learning and training needs, and in presence of an obsolete or a generalized learning architecture, catering these needs in the best possible way is not possible. That’s why; we keep changing our learning architecture, with respect to the demands, latest trends and learning efficiency. A learning architecture is the organization’s unique map of pre-defined learning needs, training and development strategies for all of its organization wide training[1]. The learning architecture gives managers, designers and trainers a clear picture of what kinds of issues the business will solve, how to solve them, what tools are required and which approaches the business would adopt. It centers the organization’s choices by determining how and share the training organization would pay its attention. In addition, the learning architecture is the basis of organization’s culture and its history of learning.

1. Content & Ongoing learning

As per the latest research, content and ongoing learning are the basic drivers for accelerating the learning architecture. The report issued in 2014 by Deloitte Consulting LLP, stated that organizational leaders operating in high performance settings enhance the support for making metrics in order to get a clear picture of training and development initiatives on an organizational basis and then drilling these down to the individual performances. Of equal significance, the content and content management systems, which are heavily based on tools and technology at the businesses’ disposal, either enhance culture and emphasize on metrics or offset them. Organizations need to align these key aspects for supporting the bigger learning architecture.

The report also put greater emphasis on the role played by content in developing a functional learning architecture. As I defined earlier, learning architecture is based on elements of core mechanisms and L&D disciplines. In spite of the industry, the businesses hold strong incentives for developing a firm understanding of the learning goals, along with the processes and tools that are required to achieve them[2]. A business having a well-structured learning architecture is much likely to accelerate itself and lead to less time elapsed between learning given and learning acquired. Report says that organizations having accelerated learning architecture have been seen to show triple growth profit as compared to others. This way the transformation in L&D architecture is becoming dynamic, high impact and gaining momentum.

2. Incorporation of enhanced content technologies

As mentioned before a seemingly clear aspect for enhancing the L&D organizations and developing a more accelerated learning architecture is the content. New technologies enable businesses to develop and drown in content much faster than ever before, however, sometimes it seems that content management infrastructure is still lacking[3]. In view of this concern, the research revealed that 68 percent of the training and development businesses believe that increasing volume of data has made it very complicated and difficult for them to monitor the useful information. Hence, it can be said that problem is context not content. In reality, organizations are able to develop high quality learning oriented content; however they don’t possess any management solution that mainstreams all collaboration, processes, distribution, creation and tracking.

These technologies influences lead organizations in various directions. Few of the examples include mobile learning, e-learning, on demand video and a wide range of authors attempting to put their mark on each piece of the content[4]. In addition, organizations are not finding their conventional methodologies cutting it.

3. It’s all about collaboration

No matter what kind of learning architecture you have developed for your learning and training organization, there are certain elements essential for accelerated architecture, irrespective of the field or industry[5]. If your learning architecture is not being able to connect your trainers and learners in a number of diverse ways, chances are your learning architecture is not going to be accelerated. Nowadays, the collaboration is not restricted to just internal interactions, but also with the outside world, however in a secured and controlled settings. The feedback mechanism is another example of collaboration that can accelerate the learning architecture since it might lead to the up gradation of the system in accordance to the changing learning demands.

[1] http://www.bersin.com/lexicon/Details.aspx?id=12877
[2] http://elearningindustry.com/6-simple-ways-to-accelerate-your-learning-with-mind-mapping
[3] http://resources.xyleme.com/h/i/73499178-content-and-continuous-learning-the-cornerstones-of-a-learning-architecture
[4] http://architectureoflearning.com/
[5] http://www.archdaily.com/515808/four-ways-to-learn-about-architecture-for-free-as-it-should-be

Copyright 2016 Bryant Nielson. All Rights Reserved.

Bryant Nielson – Managing Director of CapitalWave Inc.– Being a big believer in Technology Enabled Learning, Bryant seeks to create awareness, motivate adoption and engage organizations and people in the changing business of education. Bryant is a entrepreneur, trainer, and strategic training adviser for many organizations. Bryant’s business career has been based on his results-oriented style of empowering the individual.
Learn more about Bryant at LinkedIn: www.linkedin.com/in/bryantnielson