Discovering the learning delivery gap
Updated: May 9
Previously we’ve described why we settled on soft skills instead of power, human, or leadership sklls. Reviewed the impact of soft skills and the “hard” ROI of soft skill development. We went down a crazy rabbit hole and showed how the buying cycle and learning theory actually very similar. Then how we stumbled into building the most effective experiential learning platform for soft skills.
Finally, we demonstrated how we solved the Achilles heel of leadership development by measuring soft skill growth in real-time and in the flow of work. OK, so what?
With $168B annual spending in the U.S., the learning and development industry is growing, but the outcomes are not improving. With remote work, a lot of spending went to taking traditional learning methods online. eLearning became a very high growth area as it was necessary to provide learning opportunities for everyone, regardless of location. Now companies are asking how they can make this more effective.
Changing an outdated model
Most companies use a portfolio approach to soft skill/leadership development with a combination of the following:
· seminars, books, articles, social media
· blended learning
· mentor or peer programs
Our take on this portfolio approach is that it is driven by cost, not by impact. Take a look at these delivery methods when you chart cost/user and by delivery effectiveness. The result is what most organizations do today; provide low retention eLearning for all, blended learning for front and middle managers, and coaching for senior managers and executives. We think of this as a tops-down upskilling model.
The question we asked is, “Why are so many companies having culture alignment and retention issues if this model worked?”
We are not saying the portfolio approach doesn’t have merit. Each of the above methods have the same desired outcome. Each is trying to improve the skills of their users, helping them build stronger relationships with their team members and drive better results for the business. But as discussed previously (click to read), none can measure skill growth in real-time, so poor results continue.
What if you could provide the effectiveness of blended learning or coaching with the scalability and cost-effectiveness of eLearning? That’s the learning delivery gap qChange is targeting. We believe everyone should have access to high-retention, soft-skill learning..
qChange innovation: We also designed a system that’s “push” versus the traditional “pull” system, meaning qChange sends you relevant information without the learner having to go get it, all delivered when it’s needed.
Next up: Why are there so many leadership styles, and is there one best?
qChange Innovation Stories shares the learnings of building a next-generation experiential learning company in a sea of entrenched capabilities and status quo thinking.
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