A recent research report from the Chartered Institute of Personnel and Development (CIPD) explored the challenges facing L&D professionals in what the authors described as a ‘volatile, uncertain, complex and ambiguous’ work environment. Having identified rapid change as one of the core characteristics of the contemporary workplace, the report outlined how HR staff should respond to accelerating external developments to ensure their organisations keep up.
With the pace of change only likely to increase, according to CIPD, the ability for a company’s workforce to adapt and quickly assimilate emerging ideas, knowledge and work practices will provide a key point of competitive advantage for businesses.
What does this mean for an L&D team’s strategy for employee training? Well, it means that with ‘new’ practices and approaches becoming outdated at a faster rate than ever, successful organizations will equip their staff to be able to change their approaches to work and upgrade their knowledge at speed. While formal training will still have its place, social learning will become increasingly critical as a way of supporting agile, adaptive staff development.
Social learning isn’t new of course. Employees have always worked out how to do various aspects of their role ‘on the job’ and picked their colleagues brains for insights into how to do their jobs better. As we’ve covered on this blog previously, social learning has many advantages over traditional training methods, particularly in its ability to facilitate ‘just-in-time’ learning.
Given the CIPD’s comments about the need for businesses to be highly adaptive in their approaches to staff training and development, it’s clear to see the important role social knowledge sharing will play in this. Accordingly, organizations are becoming increasingly aware of the importance of social learning, with a 2014 survey by Brandon Hall suggesting that 73% of businesses expected to increase their focus on this area.
While social learning is far from a new concept, various technologies are now allowing L&D professionals to take these informal learning approaches a step further. With video recording software, for instance, social knowledge can be shared by colleagues wherever, whenever. In the past, you might learn a process from a staff member in your immediate team. But by using a video platform like Panopto to record, share and store a new insight from the field or instructions on a process, it becomes easy for a member of staff in London to access the knowledge of a colleague in Hong Kong. Similarly, sales reps who learn about a new market development while they’re on the road can quickly distribute this to their teams, recording via a mobile device or laptop – allowing social learning to take place regardless of distance. And of course, with more and more organizations realizing the need to store these chunks of social learning in a searchable video library, new starters can also tap into the knowledge of existing and former members of staff on-demand.
Social learning supported by video technology, then, can help L&D professionals negotiate their way through this ‘volatile, uncertain, complex and ambiguous’ environment more effectively and future-proof their organizations.
Panopto’s video platform makes it easy for anyone and everyone in your organisation to share their favorite tips, techniques, and best practices with their peers on-demand, using the video recording devices you already have. To see how video and Panopto can help you preserve and curate your organisation’s institutional knowledge, contact our team today for a free 30 day trial.