Linda Hegarty, Slick+ CXO, reflects on #LTUK24

#1. Why the future of training is tech-enabled

For many large and complex organizations (e.g. NHS UK, multi-brand entities, membership orgs etc.) – the cost of sending employees around the country to do the same training sessions repeatedly is prohibitive (and arguably not the best use of everyone’s time). It is also not what most people want – the inconvenience of spending time away from home when there’s an equally (or more) effective tech-enabled option for doing the same job – that can be done from their home office (or just from home).

#2. We need to think about how best to use AI

It seems to me at least, that many people are being swept along by the exciting prospect that AI can be the answer to everything. I am all for greater productivity, increased efficiencies and data insights and am a huge believer in leveraging technology to make work (and life) better and easier. But I find that I’m unable to go along with initiatives that are using tech to replace, replicate and essentially diminish the human experience or lose sight of ‘why’ we are engaged in our work at all.

I’m specifically thinking about Avatars who are now entering the workplace training arena. In approx. 15 mins it is possible to create an avatar that more or less looks like you and sounds like you. To deliver training, you just need to quickly write a script and at the click of a button, you can share a link to a video of your avatar delivering what you wrote. It all sounds quick, efficient and effective – but can it really work?

I remember learning in communications 101 about how messages get communicated – how words are important, but facial expressions and body language are also integral to getting the message through the noise to land in the way it was intended. There’s no nice way of saying this – avatars–are fake. All authenticity is diminished for the sake of expediency. Sure, they are cool and possibly fun but just because we can do something, does it mean we should? Productivity and efficiency nowadays are a basic requirement – we have plenty of tools to achieve these – but the human aspect needs to be central to everything we do if we are to build real relationships and trust with our colleagues in an increasingly digital and distributed workplace

#3. Successful organizations understand when to stop talking and start doing

I also wanted to learn from the enterprise organizations about how they got new technologies adopted across thousands of employees – the takeaways for me were very encouraging for the stage we are at – and some of the key advice for organizations was:

  • Establish metrics so you know exactly what you’re trying the achieve – essential to be able to measure how well/badly you’re doing
  • Get in with an early-stage solution provider where there’s an opportunity to co-create your custom solution;
  • Pick a small problem that you can decide to fix – something that really matters to your team, and your bosses,  and start by fixing that first – a success story with clear metrics as evidence will help onboard doubters
  • Have the courage to know when to stop talking and start doing – better to start using an imperfect solution and shaping it to solve your problem, than indefinitely talking about what the ideal solution should be.

Meet the micro-learning solution that’s science-backed, easy to use and proven to maximize employee engagement and knowledge sharing for the way we work today.

Platform Features