Creating successful organisations with innovative online learning and performance support.
Synergistic Design is the process of designing and developing improved outcomes for any organisation, project or team by analysing and managing the naturally competing forces and perspectives that provide synergistic outcomes instead of conflict.
Resources, people and projects in conflict create waste, increase costs and reduce profit. The same elements in synergy create a whole greater than the sum of the parts. It is within this framework that we evaluate how learning and performance support systems can contribute positively to the well being and success of organisations. Whether for profit, or non-profit we show that by replacing the training-as-a-cost, with a learning-as-an-investment ethos you can deliver not only competitive advantage yet also increased efficiency and improved outcomes. This is good business.
Previously I have identified three competing priorities, or perspectives, influencing any organisation - the business (why), purpose (what) and technology (how). I contend that these three perspectives, in addition to people, form a synergistic relationship where changes in one will directly influence the other two perspectives. By continually evaluating any organisational change, and in particular learning and development programs, from these perspectives ensures change programs can remain responsive and current to the organisational needs.
In addition Learning and Performance Support Systems (LPSS) and processes have the capability to revolutionise the way organisations manage their people. Yet the failure rate of technology related change programs in organisations is notoriously high. For example the current wave of Learning and Content Management Systems fail for numerous reasons, including poor requirements, ad hoc implementation and under-funded content development. Online learning programs are no different. The failure rate of most eLearning or technology assisted programs is high for many of the same reasons. Roger Schank recently summed this up perfectly:
“What is being offered by the e-Learning companies is text on screen followed by a test. Worthless junk. No simulations. No doing. No mentoring. No figuring things out for yourself. No practice. In short, no learning”. (Schank, 2005, p254, Lessons in Learning, eLearning and Training”, Pfeiffer.)
So what makes some learning and development programs succeed? Why do some organisations competing in the same sector far outperform their counterparts in the implementation of new technology assisted processes? What are the critical factors leading to success in online learning and performance support programs? How can we improve eLearning? How can we be assured of not only engaging learning environments and quality content and but also successful implementation which meets all our business, purpose, technology and people goals?
This blog will discuss in detail each of the specific elements that make successful synergistic learning organisations as well as the overall process for developing synergistic outcomes and instigating this ethos into organisations, large and small. We will look at innovations in ideas and practices in each of the key categories of Synergistic Design - Business, Purpose, Technolgy and People.