As organizations look to scale business performance and growth, many L&D leaders have made the move to e-learning courses as a means to reduce cost and increase access to training opportunities across their workforce.
This shift has yielded dramatic results; what once used to take weeks can now be accomplished in an hour, but it has created a new set of challenges. Research shows that L&D is focused too little on helping people apply their learning and sustain behavior change in the workplace. Less than half of L&D organizations measure the impact and success of learning, less than one-third support learners applying their newly acquired knowledge on the job.
To ensure the long-term success of any e-learning program, L&D needs to strategically invest in the coaching skills of their managers and prime the pipeline of mentoring skills for all employees.