The May big question is; What will workplace learning technology look like in 2015?
As much as I’d like things to move faster, I’ve found that leading change in the real world takes lots of time, empathy and patience. The following list is a combination of pragmatic suggestions (perhaps some are wishes!) based on my reality of working in organisations over a number of years.
There is a mainstreaming of much of the under the wire activity that is happening at the moment
Mobile learning is becoming the norm in line with increasing flexible working
Performance and outcomes become even bigger drivers in L&D and OD
More L&D professionals and departments merge with OD and rebrand themselves as business partners, performance specialists and business consultants.
The LMS is dying (but not dead!)
There is more acceptance in organisations of the need to offer flexibility and choice to learners. The pressure of PULL is taking hold
More value is placed on user generated content and awarding bodies enable this to be included in qualification routes
Social media is embedded and widely used in many organisation
There is a rise in shared HR services and this helps to drive the wider use of technology to enhance learning and performance
Face to face workshops are still offered as part of a blended solution
Wider organisational talent is harnessed and there is more collaborative working between managers and L&D business partners to find innovative solutions to business challenges
The sunshine comes out from behind the clouds but data security is still a big issue
Online performance coaching is the norm
Coaches and coachees embrace the use of informal mentors (via social media) to enhance the coaching experience