What changes will LMSS need to be subject to in order to be future proof?
As LMSS runs out of runways and faces extinction, there are three key factors to avoid the enormous costs of avoiding being sunk into a learning management system (LMS). Importantly, each order is important in itself, but with a high level of interdependence. Three essentials to support future LMSS are:
Order 1: LMSS must adapt to become a bank vault of institutional competence
Their books, The Big Con, Mariana Mazzucato and Rosie Collington, point out that many organizations and institutions have lost ownership of their capabilities. In the context of this article, I support their argument regarding investment in collective information that exists and maintains in all organizations and institutions. However, this only happens when an organization has the means and mindset to do so.
Leadership must require an organization to have full ownership of institutional capabilities. That is, a performance system that enables the delivery of strategies through operational plans to meet the organization/institutional objectives or missions. These performance systems must be carefully and clearly documented and stored safely in a simple, accessible way for quick and easy reference. Importantly, healthy areas and processes are needed to continuously improve, iterate and innovate performance systems so that organizations can be associated with a rapidly changing global operational environment.
Future LMSSs need to rearrange them and adapt them to play an important role as bank vaults due to institutional capabilities. This means being a store of a total of unique systems, processes, methods, and work methods that will enable an organization to effectively deliver its purpose or mission. To be effective, LMS “bank safes” must be easy to deposit and accessible. And there must be a disciplined, systematic, and structured approach to ensure that the contents of this bank’s safe remain relevant.
Everywhere within your organization, team members need to have precise access to the help they need to help. For example, this is as simple as using a QR code on a machine and accessing basic fault search and treatment using a micro support program (MSP). MSP is a simple video or a set of simple instructions to follow.
Obviously, everyone needs a mindset and discipline so that they are constantly looking for a better way to do things. People doing this work often have the clearest insight into this and must feel empowered and recognized by doing so. However, it is important that the subject expert (SME) be appointed gatekeeper. All new ideas need to be rigorously tested and if they work, they need to be seamlessly integrated as established new best practices.
In this way, institutional capital exists in organizations, not in those who can come and go. Avoid not having to pay unfair incentives to maintain professional knowledge. Furthermore, this approach has the added value for those who are transitioning to having a vested interest in the successful investment in an organization protected by LMS Bank Vault.
Encourage action
LMS providers will do this or risk the reduction in “Shelf-Life”!
Instruction 2: LMS developers must find and apply missing links for IQ-EQ-AQ Continuum
The likelihood that people add value within an organization has long been measured in terms of cognitive abilities in terms of intelligence merchandising (IQ) or similar measures. In the 1990s, Daniel Golman argued that it is not cognitive intelligence, but emotional intelligence (EQ) that guarantees business success.
Most thought leaders regarding organizational effectiveness agree that the ability to build cognitive abilities and relationships and work inclusively with others is important. Now, “New Kids on the Block” appears to be the artificial intelligence (AI), or, more importantly, the human ability to utilize it. However, this cannot be done properly without context intelligence (CQ). CQ is a link that many people miss in the value chain.
Access to information is democratized on the Internet. Most of the knowledge and information is now available to anyone online. But this is a limited value unless we intelligently search and sift through and apply anything relevant to our needs. However, to do this effectively, a deep, holistic understanding of all aspects that must be combined to work synergistically and holistically in order to achieve a sustainable, high-performance organization. In short, there is a need for a comprehensive framework to provide the context for consolidating, codifying, conserving and continually evolving all best practices. In doing so, it is essential to understand each of the precise roles and values, and how they fit in and work together to develop and maintain a highly effective organization.
My research has concluded over the past decade that organizational development and people’s development are the same coins that organizations have to mint to ensure a future that has not lost its gloss and is not lost. The “coin” diagram below represents a high-level summary that provides all the context that must occur in order for an organization to remain highly effective. Importantly, this is supported by models and frameworks that provide a deeper understanding of systems and symbiotic relationships governing optimal effectiveness.
Encourage action
You cannot allow “tails to wave the dog.” What does this mean? Simply put, AI sums cannot be allowed to surpass the sum of human IQ and equations. CQ allows you to take advantage of the great opportunities that AI offers to your organization. It allows us to leverage the AI geniuses we have created as intelligent beings. Without it, AI will turn us into AI, just as Madskart and Collington testify about what the consulting industry has done to businesses and governments, making it an AI ai.
Instruction 3: LMS developers must give leaders and teams a reason to view future resistant LMS as a strategic tool that adds observable and continuous value to their organizations
I concluded that in order for an organization to remain very effective and intact, organizational development and people’s development initiatives must work together synergistically and simultaneously. The value of the role of each initiative is clearly understood in the overall context of achieving and maintaining a highly effective organization.
The most efficient and effective approach to developing highly effective organizations with highly effective teams and cumulatively highly effective organizations is to create the appearance of concurrent organizational development and people’s development initiatives. To be effective, the approach must be holistic. In other words, the intent of each intervention must have a clear context in terms of the benefits the outcomes have for the team and cumulatively the organization’s interests. In my intervention, this context and association is generally contextualized in terms of the models and frameworks I have developed. Importantly, benefits must be immediate and obvious to leadership, as there is a motivation to maintain a rhythm of continuous improvement. To achieve this, the intervention is:
It has short (ideally a 30 minute period or at least less than an hour) and usually (weekly or bimonthly) certain results, making your team stronger and healthier. Develop, refresh, or extend aspects of each team member’s functionality. It can be easily promoted for team leaders. Technically savvy to optimize effectiveness. Specifically, AI can be used effectively to quickly generate customized resources such as videos and case studies that support facilitators. harness social and vicarious learning opportunities.
Interventions may be synchronized (all teams working on similar programs) with each team selecting the intervention according to their prioritization needs, as identified in the assessment as follows (example of technology utilization). To be clear, we show you how to use LMS technology with the links referenced in the Additional Resources section below the article.
Needs are contextualized and specific, so AI can be used to quickly generate a suite of appropriately customized videos and other support resources. And you can easily create a facilitator guide that will allow team leaders to promote short, powerful sessions with valuable OD and team skill results, either on a regular basis or based on their needs. For example, teams may struggle with commitment, particularly the key components of accountability. OD interventions to address this are most effective as they engage in social and representative learning that promoted team accountability, and at the same time have updated, expanded or developed relevant performance features to ensure that outcomes/improvements are sustainable.
Encourage action
A general understanding of the context leads to this simple but not simple approach. Invite learning and development experts to give it a try.
Conclusion: Future LMSS
Organizational development and people’s development are the same coins that an organization has to create for future proof currency (an organization that has value and continues to remain relevant). LMS providers can secure their position in the value-added chain by adapting their technology and approach to achieve all three essentials above. In this way, they can support the organization, effectively provide valuable and valuable purposes, and ultimately cumulatively create and maintain a better world for everyone.
Image credits: Images within the body of the article were created/provided by the author. Additional resources:
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