Video and Mentoring Fill the Corporate Learning and Development GapSeptember 22, 2015
There is a substantial disconnect between the kind of corporate learning that employees expect from their employers and what they actually receive.
The gap is most notable in two particular areas of learning and development:
- Technology – Corporate learning systems are outdated and cumbersome compared to the other platforms that employees are using for media consumption, like YouTube.
- Social – Most corporate learning programs today are created by instructional designers. Modern employees want to learn from experts who are well versed in their field, and who can help them apply learning within the context of their organizations.
These gaps haven't gone completely unnoticed. Research by Deloitte shows that corporate learning has gone from the 8th to the 3rd most important topic in corporate HR.
Yet despite the increased prioritization of corporate learning, the disparity between the need for learning and the ability of companies to respond to it has only grown: this gap was more than three times bigger in 2015 than it was in 2014.
Addressing the Corporate Learning Gap
This distressing data begs the question: how can companies make strides to close the corporate learning gap and meet modern corporate learning demands?
We believe there are three key solutions to this challenge:
- The formalization of peer-to-peer mentoring
Mentoring is one of the most cost-effective ways to transfer diverse knowledge sets throughout an organization, develop employee leadership, and create an attractive company culture. Research published in the Journal of Vocational Behavior shows that mentoring leads to better job performance and improved employee engagement. Mentoring helps your organization provide the things that the current generation of corporate employees is looking for: empowerment, career mobility, and continuous learning.
- The incorporation of informal video training created by an organization's experts
While this shift may be too drastic for some companies to adopt in the short term, the growth of platforms like YouTube and Periscope indicates that the corporate learning market is heading in the direction of more informal video training. Employees are already beginning to experiment with video creation on their own; organizations can get ahead of the curve by issuing guidelines for those who want to create training videos to help their peers learn and improve their skills.
- The involvement of internal and external experts in coaching programs
Companies are using short-term, contract employees much more frequently now than any other time in recent history. We have previously discussed how mentoring can be used to maximize the value of these short-term employees. There must be a system in place to diffuse the skills of these employees to the organization at large; otherwise, the skills leave the organization with the contract employee. While employees certainly want to learn from high-level internal experts within the organization, they also want to learn from outside experts, including short-term "free agent" employees. To fully satisfy the modern demands for corporate learning, you must include both internal and external authorities.
For more information about how mentoring is being leveraged in corporate learning and development programs: Download Insala's 2015 Mentoring Benchmarking Survey Report or schedule a tailored demo using the link below.