There is an urgent need for leadership development in the business world, and companies of all sizes and sorts are beginning to realize that demand is different from those that helped them succeed in the past. In today’s business world, employee’s across the board are increasingly expected to make significant decisions and provide input that aligns with corporate culture and strategies. For this reason, they must be equipped with relevant communication, technical, and relational skills.
Why Traditional Executive Education Doesn’t Stand Up to Adaptive Learning
Traditional programs can no longer adequately prepare an executive for the challenges in today’s business world. Companies need interpretive, coherent, proactive, and perceptual skills in their leaders and senior executives. The traditional programs focus more on discipline-based skill sets, financial analysis, and strategy development rather than on relational, affective, and communication skills.
There are three main reasons that traditional executive education doesn’t stand up to adaptive learning:
- The first is a gap with motivating employees, so they will stay with the firms that have paid for their training.
- The second gap is between what a firm requires in their leaders and where the development programs place their focus.
- The third gap is in transferring the skills learned as few executives take what they learned in the classroom and apply it to their job.
The skills transfer gap is perhaps the most significant complaint with traditional education, as most are not able to apply what is taught to where they work.
How Adaptive Learning Can Train Emerging Leaders and Senior Executives
There is now a solution for companies to train their emerging leaders and senior executives. Through adaptive learning, companies can choose the components they want to be learned and tailor them to their needs as well as to the behaviors of the teams and individuals.
Adaptive learning is flexible and allows employees to pick up skills in the manner for which they will be used in their profession. It is, in effect, a twenty-first-century form of on-the-job-learning. With the adaptive learning platform, for a marginal cost, an in-house learning environment can be created on-site. It will then enable chief human resource officers along with the chief learning officers to make decisions for the right experiences for those receiving the training.
With the concept and implementation of adaptive learning, standard class-room based programs for executive development are left primarily to business schools and universities. Organizations can now create customizable learning environments with applications and platforms which are personalized to the learner’s role and what their organization’s needs are.
The trend of adaptive learning is becoming more personalized, adaptive, and socialized. Companies are getting more sophisticated at gauging the return of this learning on their investment. It has the industry moving away from prepackaged one-size-fits-all training and turning to in-house adaptive learning programs.