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      How digital learning supports leadership training and development

      by Tom Shields

      Leadership and management

      The leadership skills training market has been one of the fastest-growing and evolving segments in the learning and development (L&D) industry over the past decade. Deloitte has found that in this year’s Global Human Capital Trends survey, 80% of respondents rated leadership a high priority for their organisations, yet only 41% stated they think their organisations are ready or very ready to meet their requirements.

      Leadership training courses 

      According to Training Industry research, the most common leadership skills training courses offered globally to every level from senior managers to first-line supervisors this year include:


      • Coaching
      • Diversity and inclusion
      • Communication skills
      • Leading innovation
      • Conflict management
      • Providing feedback
      • Teamwork and collaboration
      • Emotional intelligence


      The leadership training courses market is one of the only L&D markets that has experienced growth independent of economic trends year after year. The same report goes on to estimate that: 

      In 2018, organizations around the world spent about $3.4 billion on leadership development solutions

      Leaders, managers, supervisors, whatever verb you use to describe this hierarchical level in a company are in great demand, often stretched to their limits and in charge of teams who interact directly with your customers. You want them to be able to be the best version of themselves, give their all to the cause. So, how do we help them meet these requirements?

      Benefits of EFFECTIVE Leadership Training

      Train them! Easy, send them on a senior management or executive coaching course somewhere with a nice view out the window and a lovely sandwich spread in the hotel conference room. They'll meet their counterparts, share experiences, learn new things and come back and do all that lovely stuff day in day out to drive performance, engagement, employee retention, buzzword, buzzword, buzzword.


      Traditionally this has been the case. Leadership training courses have their benefits, most managers love these offsites, the learning experience is is engaging, they collaborate and generally appreciate the help. They learn new things, see new perspectives and get to pick the brains of those that have been doing the job well for years. The return, excited and ready to implement all of the learning and leadership styles they have absorbed.


      It is important to invest in this level of business. Having a career path and training gives the opportunity to progress in your job and is a key motivator amongst every level of industry. 


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      Where training has fallen flat in the past


      The issue with this type of management skills training, is that it’s all perfect world, a petri dish of perfect role plays with leading answers and facilitated with an expert able to weave the perfect narrative to any response. Learners cannot implement what they have learned effectively without being able to apply it directly, in the moment, to their day to day work.. 


      When the real world bites back it leads to a remission to the old ways. It’s expensive to keep the sessions running and difficult to keep tabs on how each participant is performing with their newly acquired skill set.


      Having the right training intervention at the right time, delivered in the right way can help in the moment. Having spaced microlearning means the content is consumable in a relatively short space of time and repeated. This has been proven to boost retention and can help leaders gain a high level of knowledge in a variety of skills that they use every day. 


      How digital learning can bridge the gap

      Firstly, let's look at the numbers - 


      70% of what we learn comes from observing others,

      20% from from interacting and

      10% from ‘traditional’ learning.


      Choosing the right blend of methods can really get the most from each of these to maximise learner retention. 


      Think of the last time a DIY emergency occurred at home, did you sign up at your local college to take a course in plumbing, pay your fees and in 6-12 weeks attempt to fix the clogged drain? Or, did you go straight to the internet, find some video learning and tackle the challenge yourself? 

      Secondly, when a learner gets to choose their own self-directed learning path, encounter the information more naturally and test test it regularly, that's when it becomes ingrained in habit. When you have the security to search for, learn from and test information yourself you tend to use it more often. 


      Now imagine there was a training program available for leadership techniques, with Logicearth and Percipio your managers have access to 1000s of constantly updated leadership and development resources that are expertly curated for each individual learner. Give them access and they will create their own journey from their own devices through videos, audio books and digital ebook formats, learning as they go, in the flow of work,  and where they want. 

      Download  Free eBook

      Of course it doesn't have to all be self driven, the collaborative aspect is given the largest portion for a reason. Many companies around the world are now utilising social learning and the enormous global talent pool available by creating virtual teams, making the workplace increasingly digital, so having likes, comments sections and the ability to share content are all key in creating the collaboration aspect.


      Having the best tools to enable these workers to feel connected to each other has so many benefits. They can add any type of content to a playlist and access at another time on a personalized home page, allowing learners to find exactly what they need when they need it. 


      The focus on targeted learning needs, with short videos (three to five minutes), and over 500 channels helps learners build the required competencies and skills. It also has the additional benefit of being able to be scaled up or down depending on the need, so frequency can increase as new managers get onboarded, ensuring they have access to the same information and learning no matter how long they have been with the company. 


      Contact us to learn how to implement effective, cost efficient, leadership development training programs for your organisation. 



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