This article was written for the January 2019 issue of TD Magazine.
When modernizing the learning ecosystem, L&D leaders have a vast landscape of tools from which to choose. New technologies enable everything from personalized content recommendations to blended learning experiences, so making the choice that’s right for your organization can be the hardest part.
There are two ways to look at this from a design perspective: Some companies start by diving head-first into the technical components, approaching technology procurement as feature-rich puzzle pieces to fit together. While this often leads to a technologically sound ecosystem, it results in one that lacks a cohesive learner experience and may not align with the company’s business objectives. On the other hand, organizations that focus only on strategic business reasons for modernization end up with an ecosystem that lacks interoperability and technical compatibility.
A design approach that starts with the definition of organizational business objectives then aligns them to existing and future technology components provides a synthesized representation of both business and technology requirements for the modern learning ecosystem. By defining these two sets of considerations in unison at the beginning of any digital transformation initiative, organizations can ground themselves in the initiative’s purpose and make decisions along the way that are held to these objectives.
So, how does an organization get this going? Let’s take a look at how one company worked through the four stages of data strategy development to employ an end-to-end approach for learning ecosystem transformation grounded in its vision for a data-driven employee experience that puts its learning technologies to work.