Over the previous decade, digital learning has undergone a dramatic shift from the periphery of learning and development (L&D) thinking to the very core of strategy in many organisations. This is due to ever-improving technology, the rise of a Generation Y workforce and the increasing digitalisation of everyday lives.

For these reasons, promoting digital learning in the Gulf Cooperation Council (GCC) is a significant opportunity, especially for organisations with a large Generation Y workforce. These individuals are usually comfortable using virtual learning methods and lead the way in the application of learning technologies and social media.

However, to achieve meaningful impact, this form of learning needs to work alongside classroom or on-the-job learning. The critical need is for individuals to have opportunities to apply their digital learning back into the workplace through relevant experiences.

This is especially true when tackling one of digital learning’s most difficult problems — how to use the learning to promote and develop an employee’s soft skills? We outline a three-step programme to ensure your L&D programme achieves its goals.

* Build a solid foundation:

With any soft skill, there will inevitably be a baseline level of knowledge, and because of this, there will always be a challenge of how best to get the learner to ‘pay attention’. To develop an effective foundation, it is essential to carefully target the core content delivered to the learner in a way that suits their particular learning style. Try different mediums such as text, audio and video, as well as interactive media to engage your learners effectively.

* Connect to real-world practice:

It is essential to connect to the application of soft skills, rather than just broadcast information. Soft skills are developed in context, so delivery through examples with simulation and coaching are key parts of development. Make full use of the range of digital learning interventions, such as online simulations, animation and real-time collaborations via web and video.

 

* Reflect on continuous improvements:

The theory and basics of many soft skills can be delivered by e-learning. To maximise the impact, the learner must be willing to take on responsibility for steady improvement of these skills through practise.

The 70/20/10 model of learning recognises the critical importance of balancing on the job, peer-to-peer and formal learning activities. Soft skills need to be applied in different contexts and within different communities. The development of soft skills benefits from ongoing reflection and reinforcement.

 

The US Army model of lessons learnt is a good one. Ask yourself: What was supposed to happen? What actually happened? Why was there a difference? And what can be learnt?

 

— The writer is the Middle East Director at Ashridge Business School.