EVOLVING STRATEGIES for Corporate Learning The days of training and workshops may not be totally in the past—the ways companies are advancing corporate learning initiatives today is changing as much as the shifting information landscape. According to Bersin by Deloitte’s research on modern learners, people today are more distracted and over- whelmed than ever. Consider it a product of the outpouring of infor- mation people interact with on a minute-by-minute basis—checking a smartphone, looking for email alerts—as usage of mobile devices and social media outlets boom. Americans are more connected than ever before. The Pew Research Center estimates 77% of Americans own smartphones, up a staggering amount from the 35% of Americans who owned them in 2011. According to Pew, seven out of 10 Americans also use social media to connect with one another, engage with news content, share information, and entertain themselves. But how does all this translate to corporate learning? Ways to Engage Let modern media and communi- cation habits guide new corporate norms. As employees rely on social media and smartphones to interact and engage, static corporate training, workshops, and classes will likely become less common, and may also be less effective. Single-Point Access + Connectivity Flipped Classrooms With today’s connectivity, the ability to quickly connect and access small “bites” of information makes learning and training more accessible. A training portal accessed via a smart- phone, for example, might enable employees to check-in to learning opportunities when they have a few minutes of downtime. Online learning is growing by leaps and bounds, from the academic Khan Academy to Lynda training and edX courses. People increas- ingly have access to massive open online courses, or MOOCs, offered by academic institutions, universities, and industry organizations. Similar to pulling information, hands-on workshops and collab- orative opportunities provide employees with more engaging ways to learn or train. Instead of lecturing and presenting informa- tion during sessions, rethink and reorganize the structure. In a flipped classroom, the instructor provides lecture mate- rials ahead of the scheduled session. Employees read and review the materials on their own time. Instead of hearing all the informa- tion in a lecture form, they collaborate and discuss in a work- shop format, either in a physical room or together online. This format uses time to prac- tice and apply concepts instead of simply listening. Employees are more likely to learn from one another, ask questions, and uncover issues while they’re still in the classroom. Push vs. Pull According to a study and report by Deloitte, the employee learning culture is shifting from a “push” culture to a “pull” culture. Whereas employees in a corporate setting would typically attend seminars and speeches and return to work, they’re now absorbing content in a variety of different ways. They’re “pulling” information on-de- mand at times and places that work for them, instead of having information and training “pushed” at them during specific training times. 8 | SNB.COM // CONNECT INNOVATION SUMMER 2017 // RANKED BY FORBES’ 2017 “AMERICA’S 100 BEST BANKS” Let Sterling National Bank help your business strive to reach new goals with customized financial solutions. Contact your relationship manager or Client Services at 855.274.2800 for more information.