Digital Learning Modules for Employees

The 'Netflix of Learning' era is officially over. When Wolters Kluwer had weeks to train 30,000 employees on GenAI in 14 languages, they didn't turn to LinkedIn Learning or course libraries. Here's why and what actually works: 1. The completion problem keeps getting worse. When Dana Trobe, VP Global L&D, looked at the numbers, the math was simple: traditional L&D completion rates hover around 20-30%. With 30,000 employees needing GenAI training, that meant potentially 21,000 people wouldn't complete it. "In the timeframe that we have and the audience that we need to reach, the only way we can do this is using Arist," Dana told us. She needed high completion rates, not 25%. And she got them. 2. Course catalogs can't move at business speed. Dana's team had weeks, not months, to launch training across 14 languages. Traditional eLearning development takes 6-12 months minimum. The business couldn't wait. Compliance couldn't wait. Employees needed to start using GenAI responsibly, immediately. "We were trying to bring the most relevant learning to the individual," Dana explained. Not hoping they'd find time to browse a catalog. 3. Modern learners need modern delivery. Dana recognized something many L&D leaders are starting to see: employees don't have 45-minute blocks for training modules. They need learning that fits into their actual workday. Especially when you're reaching contractors outside traditional systems, across different time zones, in multiple languages. The old "build it and they will come" approach simply doesn't work anymore. TAKEAWAY: The Netflix model worked when employees had time to browse and choose their own learning journey. But when business moves fast and compliance matters, you need a different approach. What does the future of corporate training look like? We're moving toward precision learning: the right content, delivered to the right person, at the right moment, in the right format. It's not about creating massive course libraries. It's about creating targeted experiences that drive real behavior change. The result for Wolters Kluwer: - 92% completion rate - 20,000-40,000 hours saved - 2x increase in Microsoft Copilot usage - Real behavior change, not just check-the-box training L&D teams of the future will need to master two things: - Creating bite-sized, relevant learning experiences - Delivering them through systems that actually reach everyone The choice is simple: evolve your approach to learning delivery, or watch your completion rates continue to decline while business needs accelerate. - - See the full interview with Dana in the comments

𝗛𝗼𝘄 𝘁𝗼 𝗨𝘀𝗲 𝗠𝗼𝗯𝗶𝗹𝗲 𝗟𝗲𝗮𝗿𝗻𝗶𝗻𝗴 𝘁𝗼 𝗥𝗲𝗮𝗰𝗵 𝗮 𝗗𝗶𝘀𝘁𝗿𝗶𝗯𝘂𝘁𝗲𝗱 𝗪𝗼𝗿𝗸𝗳𝗼𝗿𝗰𝗲 📱 Struggling to keep your remote or field-based employees connected with essential training resources? In today’s dynamic work environment, traditional learning methods often fall short for a distributed workforce. When employees can’t access critical training, it leads to skill gaps and inconsistent performance, ultimately impacting your organization’s success. Here’s how mobile learning can bridge the gap and empower your workforce: 📌 Flexibility and Accessibility Mobile learning allows employees to access training materials anytime, anywhere. Whether they’re in the field, at home, or commuting, your team can engage with content on their own schedule, ensuring no one misses out on important training. 📌 Bite-Sized Learning Modules Break down training into manageable, bite-sized modules that are easy to digest on the go. Microlearning keeps employees engaged and helps them retain information better, as they can learn in short bursts rather than long, uninterrupted sessions. 📌 Interactive and Engaging Content Leverage multimedia elements like videos, quizzes, and interactive simulations to make learning more engaging. Interactive content not only enhances understanding but also keeps employees motivated to complete their training. 📌 Real-Time Updates and Notifications Use push notifications to remind employees of upcoming training sessions or deadlines. Real-time updates ensure that your team is always aware of new content, policy changes, or mandatory compliance training. 📌 Offline Access Ensure your mobile learning platform allows for offline access. Employees can download training materials and complete them without needing a constant internet connection, making it ideal for those in remote locations with limited connectivity. 📌 Analytics and Feedback Implement analytics to track engagement, completion rates, and performance. Use this data to identify areas where employees may need additional support and to continuously improve your training programs. 📌 Personalized Learning Paths Tailor training programs to individual roles and career paths. Personalized learning ensures that employees receive relevant content that directly applies to their job functions, increasing the effectiveness of your training efforts. By implementing mobile learning solutions, you can ensure that your distributed workforce remains connected, skilled, and aligned with your organizational goals. This approach not only fills skill gaps but also promotes a culture of continuous learning and development. Have you successfully implemented mobile learning in your organization? Share your experiences and tips in the comments below! ⬇️ #MobileLearning #RemoteWork #EmployeeTraining #EdTech #LearningAndDevelopment #WorkforceDevelopment #ContinuousLearning

#Smartworkforce The Future of Learning Is Personalized I still remember one of my past employee from our marketing team-brilliant, creative, but struggling through our standard Excel training while excelling at everything visual and strategic. She'd sit in those generic workshops, checking her phone, clearly disengaged. It broke my heart to see her potential being wasted on content that didn't speak to how she actually learns. That was a few years back. Today, she spearheads impactful digital marketing initiatives at a startup, having flourished through a personalized learning journey that catered to her unique style - visual learner, strategic thinker, and hands-on explorer. This is why personalized learning isn't just a nice-to-have-it's everything. Think about it: We've accepted for decades that learning happens in neat, identical packages. Same content, same pace, same approach. We've squeezed diverse, brilliant minds into cookie-cutter molds and wondered why engagement plummeted and potential remained untapped. But here's what I've witnessed when we flip that script: When an analyst, discovered she learns best through peer discussions rather than solo study sessions, her confidence soared. She went from avoiding team meetings to leading data storytelling workshops. When a developer s realized he needed bite-sized, mobile-friendly modules instead of hour-long seminars, he completed his leadership certification in half the expected time. His team noticed the difference immediately. When our Client’s customer service team got learning paths that adapted to their real challenges-not theoretical ones-customer satisfaction scores jumped 23% in six months. Data-driven personalization isn't about algorithms replacing human insight. It's about technology finally catching up to what great teachers have always known: every learner is unique, and that uniqueness is their superpower. Imagine walking into work knowing that your growth journey is designed specifically for you. That it recognizes you're a morning person who loves podcasts, or a night owl who thinks best with hands-on projects. That it understands you're three years into your career but new to leadership, or that you're switching industries and need confidence-building alongside skill-building. This isn't science fiction. This is happening now. And the ripple effects? They're profound. When people feel seen in their learning journey, they don't just acquire skills-they transform. They become advocates for growth, mentors to others, innovators who see possibilities instead of obstacles. The old way taught us to fit the mold. The new way recognizes that breaking the mold is where breakthrough happens. The future of learning is #personalized. The future of work is human. And when we get both right, there's no limit to what we can achieve together.

If your team isn’t equipped with digital skills, you’re setting them—and your company—up for failure. Digital tools are the backbone of modern business, yet many organizations treat digital training as an afterthought. The result? Overwhelmed employees and missed opportunities. Want to change that? Here’s how I’ve seen it work: 1️⃣ 𝐏𝐞𝐫𝐬𝐨𝐧𝐚𝐥𝐢𝐳𝐞𝐝 𝐋𝐞𝐚𝐫𝐧𝐢𝐧𝐠 𝐏𝐚𝐭𝐡𝐬 No more one-size-fits-all! Start with a skills test and create custom plans for each role. Let employees move from basics to mastery at their own pace. 2️⃣ 𝐌𝐮𝐥𝐭𝐢-𝐌𝐨𝐝𝐚𝐥 𝐓𝐫𝐚𝐢𝐧𝐢𝐧𝐠 Combine hands-on workshops, video tutorials, and self-paced modules. Make learning accessible—whether your team is in the office or remote. 3️⃣ 𝐏𝐞𝐞𝐫-𝐋𝐞𝐝 𝐓𝐫𝐚𝐢𝐧𝐢𝐧𝐠 Break down silos with learning lunches, mentorships, and cross-team sessions. Sharing real-world tips makes knowledge stick. 4️⃣ 𝐆𝐫𝐚𝐝𝐮𝐚𝐥 𝐓𝐞𝐜𝐡 𝐈𝐧𝐭𝐞𝐠𝐫𝐚𝐭𝐢𝐨𝐧 Avoid overwhelming your team with new tools all at once. Introduce them gradually, giving time for adoption and mastery. 5️⃣ 𝐌𝐞𝐚𝐬𝐮𝐫𝐞 𝐖𝐡𝐚𝐭 𝐌𝐚𝐭𝐭𝐞𝐫𝐬 Track everything—completion rates, tool adoption, and productivity boosts. If you’re not measuring, you’re guessing. 6️⃣ 𝐂𝐨𝐧𝐭𝐢𝐧𝐮𝐨𝐮𝐬 𝐒𝐮𝐩𝐩𝐨𝐫𝐭 Provide resources employees can revisit anytime: online courses, help desks, and a knowledge library. Building a digitally savvy workforce isn’t optional—it’s survival. The question is, are you ready to lead the way? What’s your approach to upskilling? Let’s exchange ideas! 👇 #DigitalSkills #Leadership #WorkplaceTraining #Upskilling #CHRO #HR