- Alison Mitchell, Consultant, Benchmark consulting, Benchmark Performance Consulting
- Andrew Rosenberg, Director, Leadership Development, Marriott International
- Andy Lancaster, Head of Learning and Development Content, CIPD
- Anjali Handa, Learning, People & Culture Development, Content Curator, Woodbine Entertainment Group
- David Kelly, Executive Director, The eLearning Guild
- David Spindler, Manager of Product Development and Innovation, Info-Tech Research Group
- John Roberts, President, Philomathia
- Lori Niles-Hoffmann, Director of Digital Learning, Scotiabank
- Rachael Fehl, Talent Development Manager of the Building Construction Products Division, Caterpillar
- Robin Yap, Professor, George Brown
- Sara Rehman, Business Development and Operations Manager, BoostHQ
- Steve Wilson, Director, Applications Practice, Info-Tech Research Group
- Todd Tauber, VP Product Marketing, Degreed
- The way people learn has changed as technology and personal preferences evolve. Learners are more likely to access content on their own, without the support of Learning & Development (L&D).
- Keeping up with change can be overwhelming for employees as the amount of available content is expanding exponentially, providing too much information to sift through to quickly to find what they need.
- Curated learning is part of a L&D transformation needed to keep pace with the way people work today, support agility within organizations, and allow learners to access and share the right content at the right time.
- Go where your learner already is by designing your curated learning program with the learner top of mind – they will determine the program’s success by either returning to the program or continuing to source their own content.
Impact and Result
- Implement curated learning for the organization to point learners to the most relevant information from multiple sources and make it easily available to the right audience at the right time.
- Design a curation framework for your organization through a clear understanding of how content will be curated and how employees will engage with the content. Shift the role of L&D from a creator of content to a curator to enable productivity gains by highlighting relevant content for employee development.
This guided implementation is an eight call advisory process.
Guided Implementation #1 - Determine best fit for curated learning
Call #1 - Determine how curated learning aligns with the organization's strategic objectives.
Call #2 - Select a curated learning framework and metrics that work best for the organization.
Guided Implementation #2 - Explore learner experiences
Call #1 - Discuss insights gleaned from focus groups and usage data and how that can be used to shape the curated learning program.
Call #2 - Develop learner profiles to align curated learning to the learners' needs.
Guided Implementation #3 - Define your approach
Call #1 - Establish curated learning standards for implementation.
Call #2 - Determine L&D’s role responsibilities and structure moving forward.
Guided Implementation #4 - Plan for implementation
Call #1 - Uncover and mitigate potential barriers to curated learning adoption.
Call #2 - Create an action and communication plan, and determine tasks for implementation.
Book Your Workshop
Onsite workshops offer an easy way to accelerate your project. If you are unable to do the project yourself, and a Guided Implementation isn't enough, we offer low-cost onsite delivery of our project workshops. We take you through every phase of your project and ensure that you have a roadmap in place to complete your project successfully.
Module 1: Establish Goals and Select a Framework
- Make the case for curated learning as an L&D strategy.
- Set goals and metrics for the selected curated learning framework.
Key Benefits Achieved
- Curated learning goals, framework, and metrics established.
- Current L&D initiatives evaluated for fit with the curated learning approach.
Identify why curated learning is a priority.
Review strategic objectives and set goals for curated learning.
- Goals for curated learning
Select L&D initiatives where curated learning is a good fit.
- L&D initiatives for curated learning identified
Determine the curated learning framework that fits your organization.
- Curated learning framework
Identify metrics to track progress.
- Metrics for curated learning
Module 2: Design Curated Learning
- Design the curated learning approach and align it with learner needs and organizational strategy.
- Evaluate resource requirements and standards for the curated learning plan.
Key Benefits Achieved
- Curated learning goals aligned with organizational and learner needs.
- Logistical requirements for curated learning determined.
Identify learner insights.
Create learner profiles.
- Learner profile(s)
Determine roles and responsibilities.
- Roles and responsibilities
Establish curated learning standards.
- Curated learning standards
Examine supporting technology.
- Technology requirements
Module 3: Prepare to Implement
- Set a foundation for implementation success using change champions and anticipating barriers.
- Develop the action and communication plans for program rollout.
Key Benefits Achieved
- Plans for program implementation are designed for optimal effectiveness and adoption rates.
Evaluate L&D team capability.
Define the L&D curated learning role.
- L&D curated learning role defined
Identify and select change champions and agents.
- Change champions/agents identified
Uncover potential barriers to adoption.
Formulate rewards for early adopters.
- Rewards program for early adopters
Document an action plan.
- Action plan
Identify key messages for communication.
- Key messages for communication
Plan to iterate through ongoing analysis and evaluation.