‘Three Es’ Of L&D To Build Results-Driven Learning Ecosystems

Overcoming challenges

All industries undergo transformation at various points due to sector developments, shifting demands, and emerging technology, but one thing is constant – to remain competitive and thrive, organizations must embrace a culture of ongoing reinvention and evolution. 

Innovating to stay ahead means prioritizing learning and development (L&D), which plays a critical role in bridging the gap between business goals and strategic learning objectives. 

Mapping learning programs back to business goals is crucial for L&D professionals, but many organizations struggle to create or maintain quality L&D programs that accurately support their business needs. While data can provide valuable insights to inform L&D strategies, it's not always available. 

In fact, Brandon Hall Group's Strategy and Reality Survey found that only 34% of respondents collect data to assess the impact of learning content on organizational or individual job performance. Nevertheless, there are still key tactics that organizations can use to effectively build or update their L&D strategies, even in the absence of robust data.

To create successful L&D programs, organizations should focus on the "three E's": effectiveness, efficiency, and ease of learning. By prioritizing these essential elements, companies can overcome common challenges and develop strategies that truly impact their workforce. Implementing or improving L&D programs without intelligent design and metrics can be difficult, but incorporating the three E's can make a significant difference in building or updating an initiative.

Address Common L&D Challenges to Maximize Program Impact

While some L&D program challenges may seem minor or destined to resolve themselves once a program is up and running, ignoring them can have lasting consequences. In reality, only by proactively addressing obstacles can leaders craft learning experiences that truly engage, resonate, and drive meaningful impact. 

Most hurdles – such as keeping up with trends, updating training materials and managing resources – are fairly common and easily conquered, especially through application of the “three E’s.”

When time is scarce, it’s tough to stay abreast of the latest L&D trends and tools, but regular research and intentional integration can help – and will ensure the ongoing relevance and effectiveness of training programs. A commitment to stay current can entail various tactics and should undoubtedly include investing in the ongoing development of L&D professionals. 

Training and supporting the leaders who drive L&D programs empowers them to leverage new technologies and methodologies, bringing innovation and excellence into their training efforts. When testing new technology, though, be sure to proceed with caution and launch small pilot programs to evaluate effectiveness before full-scale implementation.

Dated or irrelevant content will hold learners back. Retain efficiency by refreshing and updating training materials to ensure they remain current and captivating for learners. Additionally, incorporating real-world applications through case studies and examples helps learners connect the dots between training and practical job skills, making the learning experience more relatable and effective. 

Organizations that leverage multimedia elements like video and interactive features can further enhance knowledge acquisition and create a more dynamic learning environment.

Manage L&D time and resources wisely by focusing on key objectives that prioritize the most critical skills and knowledge areas, which maximizes training impact. Integrating L&D into strategic planning discussions makes learning easier from the start, as organizations can align their efforts with broader business goals and support overall performance. Additionally, leveraging just-in-time training and microlearning enables employees to access bite-sized, targeted learning materials that fit within tight schedules, optimizing learning efficiency.

There can be challenges associated with measuring training effectiveness to track progress and inform data-driven decisions. Ensuring the transfer of learning through practice and real-world application can come with its own set of obstacles. And even with clear communication, stake-holder engagement and recognition of employee achievements, leaders encounter barriers when managing resistance to change. While predicting the specific hurdles an L&D program may encounter is not an exact science, leveraging the “Three E's” can help mitigate most potential drawbacks. 

Make the ‘Three E’s’ a Reality Within L&D Programs

After addressing any L&D challenges, companies must integrate the "Three E’s" into their new or existing L&D programs. Though these tactics are flexible, the end result should be the same.
 

1. Effectiveness: Workplace learning should be designed to enhance employees’ skills, productivity, and job satisfaction. Effective L&D programs align with organizational goals and deliver tangible results.
2. Efficiency: Busy employees need efficient training that meets their needs without feeling like a waste of time. Efficient programs maximize learning in minimal time.
3. Ease of Learning: Employees learn best when learning is easy to find, consume, and relevant to their roles in the organization. Making learning convenient and accessible ensures higher engagement and retention rates.

These three principles put the learner first and should be at the core of every strategy. Putting them into practice isn’t always easy, but it’s far from impossible, and those who embrace the “three E’s” typically see positive effects quickly. For example, Celigo, an iPaaS provider, saved $1.8 million the first 18 months after implementing a learning management system. The automated, on-demand nature of the solution was key, as the company had to accommodate 2,000 active global users per month. With the "ease of learning" component in place, Celigo was able to unlock the other two “E’s,” efficiency and effectiveness, and set the stage for significant accomplishments, including 63,000 courses and 6,500 certifications within a year. 

Implementing a Strategic L&D Program with a Simple Framework

By incorporating these foundational tenets into their programs, L&D professionals can create targeted, engaging, and sustainable learning experiences that yield solid results. Making the "Three E's" a reality is easy with a few simple strategy tactics.

To effectively address performance gaps, a comprehensive needs assessment is crucial. This thorough analysis should evaluate both environmental and individual factors impacting performance, enabling L&D professionals to pinpoint areas for improvement. By conducting a needs assessment, organizations can ensure they're tackling the root cause of performance issues, address recurring problems, and uncover opportunities for growth and enhancement. This informed approach allows for targeted strategies to elevate existing practices and drive change.

Developing personalized learning journeys are an effective way to cater to each individual's unique abilities and prior experiences. Utilize initial assessments to match employees with suitable learning content and adapt the learning pathways as they advance, ensuring an optimal pace and relevance.

The creation of a supportive environment is contingent upon L&D teams providing clear information, essential tools, and encouraging incentives. A well-organized learning management system can serve as a foundation for this environment, supplemented by access to guidance from mentors or coaches. Additionally, a robust feedback and rewards system can help motivate learners and reinforce positive behaviors.

Put continuous feedback loops in place and use performance support systems to ensure learning yields measurable on-the-job results. Periodically review, revise and improve training materials to align with shifting job requirements, learner feedback, and industry advancements.

Ultimately, investing in L&D is a strategic investment in the organization's future and its most valuable asset – its people. While ongoing learning and training are vital to success, creating and maintaining effective L&D programs can be a challenge. Instead of assuming problems will self-correct, organizations must address common hurdles. by prioritizing the "three E's": effectiveness, efficiency, and ease of learning. Organizations can drive meaningful impact and position themselves for success by leveraging tactics like personalized learning paths, continuous feedback loops, and targeted learning experiences. 

Dr. Jill Stefaniak is the Chief Learning Officer at Litmos and an Associate Professor and Program Coordinator for the Learning, Design, and Technology program at the University of Georgia. She has been a member of the Graduate Faculty since joining the University of Georgia in 2018. Previously, she was an Assistant Professor of Instructional Design and Technology at Old Dominion University from 2013-2018, where she also served as Graduate Program Director of the Instructional Design and Technology program.