The training world is changing

From the Citrix GoTo Blog:

Open online courses, talent management, social collaboration: The training world is changing. Traditional training structures, based on institutions, programs, courses and classes, are under pressure. One of the biggest changes we are seeing in online training is that the content-delivery model is being replaced by social and collaborative frameworks.

Here are just some of things happening now that trainers should be prepared to tackle in the new year:

Increasing Complexity

Helping people be more creative and solve complex problems is now a priority. While workers still need to be trained and educated, that alone will not prepare them for a networked workplace that requires continuous learning on the job. Training departments need to add more thought and resources to enable people to learn socially, share cooperatively and work collaboratively …

An Expanded Role for Training and Development

Training professionals will need to help create and support social learning networks, moving out of the classroom to where the work is being done. They will also need to promote continuous knowledge sharing by modeling how it is done and setting the example. Trainers will have to become expert learners …

Learning as a Business Imperative

As work becomes more networked and complex, the social aspects of knowledge sharing and collaboration are becoming more important. Learning amongst ourselves is getting to be the real work in many organizations. Training development professionals should be part of that change.

For a more in-depth list of near-term trends that should be taken into consideration during the next year, download [read] the white paper:

3 Responses to “The training world is changing”

  1. Bill Griffis

    Hi Harold,

    I like what you have to say. But….. there’s always a but, which of course is great to spark discussions and learn even more… What about the measurement of learning? I agree that social learning is effective and we need to leverage it even more within existing learning solutions for the corporate world, but there’s still a requirement to measure learning outcomes – whether they are training, or education. We need to confirm that people actually know what they are suppose to know for health & safety, aviation regulations, insurance regulations, etc…

    I’m been striving to build-in dynamic self-assessment activities to this type of social learning environment so that workers can see where they stand with established norms – the basis of assessment, or what they need to improve upon in order to receive a certification etc.

    I think social learning will reduce training / education / learning times drastically because people will learn they way they prefer to learn – their own motivation. I’m trying to step up the assessment and measurement of this type of learning environment so it can be included in formal training programs that meet regulatory guidelines.



    • Harold Jarche

      Hi, Bill, thanks for dropping by. I have pretty well given up on measuring learning and am focused on measuring business value or observable performance. Measuring learning is a deep rabbit hole that takes up a lot of energy and just doesn’t seem to get any results, IMO. Three years ago I gave this some thought and wrote that successful collaborative efforts are the measure of a successful organization. All of the focus and energy on managing knowledge and learning is wasted because it can’t really be managed anyway.

  2. Debbie Morrison

    The challenges outlined in this post about training in the business sector mirrors the same challenges in higher education. Developing critical thinking skills, skills for collaborating and communicating in a networked world, is an area of focus and concern in higher ed as well. Another burning question – how do institutions go about incorporating social media platforms, and online networks into teaching? How can we provide relevant and meaningful learning to students [and employees] living in a digital world?

    What I see happening is the need to treat employees and students as one – ‘learners’ and life-long learners. The method is which learning is acquired, does not change drastically once a student leaves college, yet the approach to instruction in college and the workplace differ greatly. This needs to change – learning past high school, should be seamless, students, and employees should be treated as ‘lifelong learners’. This may help move both higher ed and workplace training forward. Thanks Harold and I look forward to reading about your experiences in Europe. Debbie


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