Is it time to ditch off-the-shelf libraries and move to a fully custom learning model?

The latest Fosway report tells us that the off-the-shelf learning market has been resilient in recent times and has grown. Clearly cost is a factor here, as is ease of use and availability. But questions around engagement, relevance, and effectiveness persist.

So is it time to ditch the off-the-shelf library and move to a fully custom learning model? Realistically, probably not. But there are some notable concerns for organisations that focus too much on libraries alone. ?

Like all functions, Learning and Development has?a finite amount of resource, budget, and time to deliver solutions to the organisation. However, as the off-the-shelf market continues to grow it’s important to remember that a ‘one size fits all’ approach rarely lives up to its name. So what should we do??

Align learning to business goals

This might sound obvious, but it’s a challenge for most organisations – and not a new one. ?

Five years ago, McKinsey reported that only 40% of companies said their learning strategy was aligned with their business goals. ?

In 2024, LinkedIn’s Workplace Learning Report tells us that aligning learning programmes to business goals is the number 1 focus area for L&D. ?

It's clear that organisations are clearly still struggling to achieve this alignment 5 years later. ?

And it seems unlikely that off the shelf content alone will meet this need. By its very nature this is ready-to-go content, applicable to broad situations at scale, and not designed to be aligned to an org-specific goal.??

On the other hand, well-crafted custom learning programmes are naturally going to be more aligned to the nuances of working in a large organisation. Appropriate context, correct terminology, and realistic scenarios all help learners engage with, understand, and apply learning.?

Stop assuming more is more

I regularly speak to organisations who have tens of thousands of courses on the LMS but little to no engagement with any of them. In some of my most recent conversations L&D leaders have reported that the take-up rate is lower than 2%. ?

The way typical content library models work means that most organisations will have to buy more than they need just to get what they want. And as AI content creation starts to increase the ‘more is more’ perceived value pitch becomes more problematic. Fosway also touch on this:?

The ability of large language models to instantly create content for any topic on demand is a real concern, raising the prospect of an ocean of AI-generated ordinariness overtaking well designed, well thought out content with real pedigree and provenance. Fosway, Digital Learning 2024?

Using AI in the flow of work will inevitably create significant time-savings for L&D in multiple ways. But the ability to churn out oven-ready learning modules is problematic, and isn’t going to solve the engagement problem any time soon.?

Content libraries written and curated by specialists in the subject matter will clearly resonate better with learners than those created solely by the algorithm. That usually means that less is more when it comes to quality, engagement, and outcomes.?

The unrelenting pace of change requires a more tailored approach?

In today's ever-changing workplace environment, the relentless pace of change presents both challenges and opportunities for organisations trying to develop their workforce effectively. ?

Not long ago, you were trying to figure out how to install social distancing in your offices; today you are told about the new corporate artificial intelligence plan. The pace of change in the workplace was fast enough pre-pandemic – now, it’s unrelenting. ?People Management?

In this ever-changing, fast-paced environment it’s more important than ever that learners are informed to perform.

And of course, in this environment people want to learn. Nobody wants to be left behind.?There are a plethora of studies, articles, and reports that show new-hires and existing employees alike are drawn to organisations that offer robust learning and development programs as part of their employee value proposition.??

Yet, according to Harvard Business Review, only 12% of learners report that they felt the training connected well to their day job. This startling reflection means that 88% of the near $400bn spent on learning and development is focused on the wrong areas.?

Clearly a more tailored approach is needed.?

So what do we do now?

I said at the beginning of this article that custom learning solutions won’t replace off-the-shelf libraries. They won’t, and they don’t need to. ?

The 2 can work together. A considered curated approach that leverages the best of what's already available in the off-the-shelf market, and complements it with strategically created content, can enablee organizations to design effective learning experiences that are tailored to the unique needs and objectives of their learners.?

At GP Strategies we use our 5 Bs process to optimise what you have and identify the gaps that need a more tailored approach. Take a look and feel free to get in touch if you want to find out more about this, or if you just fancy a general chat about learning!?