The Missing Link in On-Demand Learning & Development

When it comes to on-demand learning and development these days, professionals have plenty of course delivery options to choose from, and even more choices when it comes to the content they consume. From writing code to project management, learners can explore courses and certifications created by business leaders, industry experts, and university professors from all over the world all throughout the year.

Interestingly, but perhaps not surprisingly, completion rates for online courses are low. This does not signal a problem per se, as many consumers treat courses like they would a podcast or other digital content. They are there for the key – and often free – takeaways, not the certificate of completion.

Other barriers to online course completion include the amount of time it takes to earn the certification – 29 hours on average – and the absence of human interaction and collaboration. The ability to ask questions, get feedback, and build connection is essential for professionals who are serious about their learning, such as those pursuing a career change, taking on a specialized role, and anyone who wants to contribute at a higher level to their organization’s performance. 

Providers that offer specialized training via virtual classrooms solve for these gaps, sort of. While the group setting and intensive approach provides for a better learning experience, it often lacks the post training support and follow-through many learners long for. The training schedule is less flexible too, due to the amount of coordination required. Participants must attend on set days, during certain hours, which can mean time away from work or home and is not convenient across time zones. This is difficult for employees who want professional development, but do not have bandwidth to spare.

Live training can be more expensive, too. This limits the scope of individuals who pursue professional development, as well as the total number of employees who receive training. Cost as a limiting factor creates an uphill battle for the few employees that received the training. Implementing the information back at the office becomes more difficult, leaving many workers to wonder if it was worth the investment. 

To truly benefit, organizations and individuals must embrace a hybrid learning approach that combines what has worked well – access and relevance – with what could be done better –time to complete and integration. The solution? Affordable, to-the-point on-demand training that is delivered by experts and includes personalized coaching and support.

As the saying goes, knowledge is power, but without action it is useless. This approach allows participants to maintain flexibility in terms of when and where they learn while benefiting from targeted feedback as they practice applying the information in real-time.

When searching for a provider or trainer, it is important to consider background and skills. Do the educators have hands-on experience with the information they are sharing, or is the training based on their study and analysis of the topic? This is akin to learning from a coach who has played on field, versus spent their time studying the game. Both are good options, what matters more is a personal preference.

For some, getting the certification is enough. For others, better outcomes are the end goal. In either case, the wise choice is to invest your valuable time and money in a program that delivers the results and benefits you desire. Don’t settle for less, you are worth it!