Encouraging and sustaining learner adoption

Your learning programs are ready to launch, but are your employees ready to engage? Unlock the full potential of your learning investment by maximizing learner adoption.

In this edition of The Learning Curve, we’re exploring learner adoption techniques that drive meaningful outcomes for your business. Gain insights from Coursera's VP & Chief Learning Officer, Trena Minudri , and L&D leaders from global organizations like LTIMindtree, Logitech, and Capgemini on fostering a thriving learning culture that delivers measurable results.

In this issue:

• Coursera’s CLO introduces the four pillars of learner adoption
• Learning leaders from LTIMindtree, Logitech, and Capgemini share their successes in building a thriving culture of learning
• New research shows the value of micro-credentials in supporting career development

Missed last month’s edition? Revisit Empowering talent with GenAI skills , featuring Jeff Maggioncalda , Coursera CEO.

Bridging the gap between intention and impact

Eighty percent of organizations recognize that building workforce capabilities is essential for success. Yet, only a third report consistently achieving impactful outcomes from their L&D programs. This disconnect, says Trena Minudri, Coursera's VP & Chief Learning Officer, stems from a fundamental misalignment: "Too often, L&D programs are launched without a deep understanding of how learners experience learning or a clear strategy to foster lasting adoption."

To bridge this gap between intention and impact, we’ve identified four pillars of strong learner adoption :

1. Foster alignment: Align learning initiatives with executive support to underscore learning as a business imperative.
2. Tailor learning: Customize learning to meet diverse learner needs through various formats and content.
3. Remove barriers: Provide easy access to learning resources and integrate learning into the work environment.
4. Incentivize learning: Use incentives like badges and rewards to motivate engagement and learning program completion.

By incorporating each of these pillars into your strategy, you can strengthen employee engagement and drive greater business impact.

But remember: There are several ways to build these pillars, and no single solution fits all. "The key lies in moving beyond top-down learning solutions and embracing a culture of continuous learning,” Minudri emphasizes. “This requires engaging all stakeholders—from employees to the C-suite—and building dynamic ecosystems."

Download our Learner Adoption Playbook for actionable strategies implemented by leaders at Microsoft, Capgemini, Deutsche Telekom, Logitech, and LTIMindtree. We've included exclusive insights to help you replicate their success.

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Aligning your L&D strategy with business outcomes

Executive buy-in is often the most critical element to employee adoption. However, although many organizational leaders recognize its importance, few are prepared to act in alignment.

The first step toward more productive partnerships may be changing the way you present your learning initiatives. Instead of focusing on standard L&D terminology, try speaking your executives’ language: What bottom-line results can your program drive?

At LTIMindtree , a global technology consulting and digital solutions company with 81,000 employees, the L&D team secures executive sponsorship by focusing on the business outcomes their programs can support. “We define learning strategy in line with organizational strategy and priorities,” says Ritu Chakrabarti , AVP and Global Head of Learning & Development. “But while we do so, we keep learners at the core.”

To formulate their strategy, the team starts with the outcomes that can drive business impact, then determines the employees who will be at the core of it, and finally tailors learning journeys that will drive the type of growth the business is seeking. Discover how LTIMindtree creates a lasting culture of learning through a clear talent framework, executive sponsorship, and high-quality content.

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A self-sustaining approach to learner adoption

To create a truly tailored learning experience, it’s important to consider not just the resources you’re providing, but also the learning culture you’re encouraging.

At 罗技 , the L&D team empowers leaders by providing the tools they need to drive their own learning cohorts, creating a sense of community around professional development. "Our learning cohorts provide a gateway to non-traditional learning," shares Brittany Griffin , Head of Talent Management & Development. "When learners witness their colleagues implementing new skills in real-time, it highlights the value of continuous learning and encourages them to prioritize their own growth."

With over 5,000 global employees, this self-directed, social-guided approach comes more naturally than an executive mandate to learn. As employees learn about cohorts from their peers, they actively seek out opportunities to participate, creating a mechanism for sustained organic adoption and, in turn, outcomes.

“We look at the ability to learn, and learn on demand, as a way for learners to be in control of their own development,” Griffin says. Dive into more elements of Logitech's approach, exploring the tactics and best practices they use to drive learner adoption and engagement.

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Fueling learner motivation with recognition and rewards?

For learners to prioritize development, they need a clear understanding of how it benefits them, especially amid competing demands. Incentivizing learning can be powerful.

L&D leaders at 凯捷咨询 , a global leader in technology consulting with 340,000 employees across more than 50 countries, have integrated several methods of recognition into their adoption strategy, including badges for learning completion and industry-recognized credentials.

Earned credentials are also an asset for career advancement within Capgemini. Achieving specific certifications is often a prerequisite for promotions. “We offer three types of accreditations,” Alejandra Salazar , Head of Learning Portfolio at Capgemini University, explains. “Skill-based—the Professional Certifications we see from our partners and providers, Topic-based—certifications based on our Group Priorities, with a mix of internal learning content and external partner content, and Role-based—which are purely internal certifications to support the progression of our employees through their career path.”

By translating learning achievements into meaningful career outcomes, employees have additional motivation to participate in the culture of learning. See how Capgemini cultivates a culture where learning is personal, engaging, and impactful.

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The learning lowdown

What else you should know about skills development.?

?? Listen: Wiwik Wahyuni , Chief of CEO Office & Corporate Secretary at PT Vale Indonesia Tbk, discusses navigating AI's impact on jobs, communicating the urgency of reskilling, and overcoming reskilling challenges in a recent episode of the People Matters fireside chat series. Listen now

?? Watch: Experts from the University of Michigan, L’Oreal, and AWS explore learning trends that are shaping the future of work including AI literacy and skills-based business transformation. Watch now

?? Read: Ninety-seven percent of higher education leaders believe micro-credentials strengthen learners' long-term career outcomes, according to a recent Coursera report. This echoes employer sentiment from earlier in 2023, when 88% shared their belief that Coursera Professional Certificates strengthen job applications. Read now

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