What are the best ways to align digital learning tools with organizational goals?

As a practitioner, researcher and leader, I have found that digital tools must be evaluated under frameworks that include the dimensions of culture, accessibility, authenticity and intentionality. By this, I mean that one must have a clear understanding of the goals of the specific group one is looking to transform and inspire. That these goals are accessible around time, money and relevance. And finally, one must know the audience to who will implement such tools. Therefore, a backward design as a concept can provide that framework to assess what digital tools and if even technology is the path forward for the best learning outcomes.

Need Assessment is a pervasive function to start as we have to really see how we can push different divisions to adopt. Whereas we cannot neglect the paperbased or traditional work so we have to carefully evaluate the time frame so as to how we can bring more efficiency.

You need to make sure organisation goals are measurable. If you craft goals well enough you can generate a lot of data that digital learning tools can use to craft changes in behaviour to meet organisational goals. Behaviourism meets AI!

The SMART technique is the best way to evaluate whether the adoption of technology will really benefit the organisation or not. The organisation size, type and other dynamics are also important to undertake. The digital learning tools cost-benefit and goal alignment should go hand in hand for the better output in the coming future.

The rights tools always depends upon the type of audience we are targeting. We have to segment the audience and then make the plans accordingly . For larger audience we can go with webinar and podcast and for the audience where we need brainstroming we can opt for simulation, quiz etc.

Partnering with clients and choosing the right tools for them involves a lot of listening and going deeper into what the client actually needs to improve their processes. Great analysis leads to a win-win situation for both clients and the learning solution consultants.

There are plenty of digital learning tools that exist to function separately from ones already established with an organization or learners. Working to find the right tool to fit the need or learning goal while independently functioning can be difficult. Many digital tools are integrative and compatible with others, allowing for less constant switching of tools which can be a pain point for learners.

The array of digital learning tools available is vast, and your emphasis on aligning them with learning objectives, styles, and engagement levels is crucial. Considering technical requirements, accessibility, and usability ensures a seamless learning experience. The mention of SAMR framework adds a thoughtful layer, emphasizing the need to not just substitute but to augment, modify, or redefine the learning process. A well-rounded guide for selecting and evaluating digital tools in the realm of education!

As long as the human element is concerned we have to first seek for the acceptance of the employees which can be done with the help of initiatives and appreciations. The employees must also be given some flexibility to engage themselves with these kind of activities.

Continuous monitoring and evaluation of each type of activity must be undertaken. Also the feedback of all the stakeholder need to be taken.

Feedback should be continual and not just from learning designer to learner or vice versa. Colleagues should be able to collaborate and elaborate on their learning experiences by simply being able to connect. This brings not only the element of continual feedback into the fold, but also gives the learner or designer the opportunity to put that feedback into practice.

Before we even get started entertaining any digital learning tools or solutions, is a tool or solution even needed? In discovery, need analysis, or whatever your SOPs call for, challenge the problem with your stakeholders. What else have they tried? Why did that not work? How impactful is this problem? How can we go without solving it? Quantifying as many of these as possible will put you on the right track if any at all (in case you discover you do not need a learning tool, to begin with). All too often, we get caught up busy work without a clear path to outcomes. Like solving a problem that needs no solving, or often, solving the wrong problem, even solving the right problem but with false constraints and vague goals.