Workplace Learning has been one of the most crucial aspects of business in 2021, despite all that has transpired. More than 40% of Americans have changed employment; reskilling and upskilling remain vital, and there are even signs that labor shortages in certain critical roles are resurfacing. What steps have businesses taken to deal with all of this? By making a significant investment in training their workforce. The secret is a unique combination of a highly federated operating model, a focus on standardized tools and procedures, and considerable performance consulting experience. Adaptive learning techniques are now the key to success.

Corporate training has three major challenges:

  • Effectiveness: Which programs, techniques, and tactics will most effectively “move the needle” in terms of acquiring the necessary capacities and skills?
  • How can we eliminate waste, reduce noise, and keep L&D efforts focused on the most essential areas? L&D can quickly become cluttered and disorganized.
  • Alignment: How can we keep the entire L&D unit (and our learning strategy as a whole) focused on the company’s most pressing urgent and strategic issues?

People focus on effectiveness during periods of progress. People focus on efficiency during times of financial difficulty. We also focus on alignment during times of change and uncertainty. Agile Learning Organizations are more likely to expand this year, are more cost-effective, and have much higher levels of engagement, retention, and leadership. These practices are no longer optional; you require them now.

What is Adaptive Learning?

Adaptive learning is changing the face of education. It alters the delivery of educational content and improves learning results. What precisely is adaptive learning? Adaptive learning uses technology to provide tailored knowledge by modifying each learner’s learning path and pace, increasing their chances of success.

Artificial intelligence is used in adaptive learning to modify content to the needs of each learner. Specifically, the system adjusts to each learner’s degree of confidence and comprehension. Let’s look at the advantages of adaptive learning in the workplace.

What Are the Benefits of Adaptive Learning?
Personalized instruction

Adaptive learning and its potential to give a tailored, online teaching experience at scale result from a collaboration between computer science and cognitive research. Adaptive learning delivers tailored feedback to learners and creates unique learning experiences for them. The system learns about the student’s needs and ability level through algorithms and responds accordingly, giving the impression of one-on-one education.

It saves you time.

No time is wasted by presenting content that the learner already knows since the course material is tailored to the student’s level of understanding and knowledge. Adaptive learning can help you finish a course in half the time. With this method, students can concentrate on content that will help them enhance their work performance, resulting in an overall improvement in the organization.

Determines knowledge and skill gaps

Employees are frequently required to take a series of standardized examinations every year by their employers. These are often check-the-box tests that are simple for staff to complete. Adaptive learning, on the other hand, employs a question-based approach to determine what an employee knows and doesn’t know. The system then uses this information to develop customized learning content that targets the identified knowledge or ability gaps.

A method based on trust

A question-based method instills confidence by determining the level of competency and then tailoring the content to ensure complete competence after the session. This method of questioning exposes both conscious and unconscious inadequacy. It’s one thing to profess to understand a process; it’s quite another to respond to specific inquiries about it. This method identifies knowledge gaps and existing levels of confidence, which are then built upon over time.

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Different learning experiences are created.

Algorithms are used in adaptive learning to customize the learning experience for students. When a learner answers questions, the algorithms determine the learner’s degree of knowledge and adjust the learning materials accordingly. Following that, specific learning modules will be assigned to each employee based on their responses. The algorithms track individual employees’ progress, generating individualized goals for them. Each learner has a unique learning experience that is tailored to them.

It reduces training time and time away from work

The ease with which the learner absorbs the learning material is a natural result of a course developed with the needs of an individual in mind. Employees who receive learning materials tailored to their specific requirements and skill levels master new information more quickly.

According to the training industry, a course that would ordinarily take two and a half days was condensed to less than eight hours since it was provided via adaptive learning modules. Because the course materials focus solely on current skill gaps, it is possible to reduce learning time.

It maximizes the potential of each employee

Each employee has a higher chance of achieving career success with customized training. Employees who receive effective corporate training become more proficient in their jobs, leading to advancement and higher job satisfaction. Happy employees lead to a happy work environment and an organization that thrives and attracts top performers in the long run.

Over time, adaptive learning and its outcomes increase

The nature of adaptive learning is that it adapts over time to the development of the learners. Adaptive learning programs collect data on a learner’s progress, what they’ve mastered, and what they’re having trouble with regularly. This information is then used to fine-tune the learning content, ensuring that any knowledge and skill gaps are filled. Learners provide data added to the program’s database, which improves the program’s ability to fine-tune learners’ learning experiences.

Unconscious ineptitude is addressed through adaptive learning

It’s one thing if they are aware of their lack of knowledge or if they are “consciously incompetent.” When employees are blissfully oblivious of their skill gaps – when they are “unconsciously incompetent” – it’s a whole different story. This condition can have disastrous effects on a company because it leads to numerous errors, some of which are significant. Adaptive learning helps deal with unconscious ineptitude in a training session.

For heterogeneous groups, this is the ideal answer.

Adaptive learning is the best learning solution for heterogeneous groups. It adjusts to all differences between course participants, including those who have recently joined the company and those who have worked there for many years; those who have a college degree and those who do not; those who have worked at a variety of jobs and those who have worked at the same job for the majority of their working lives. Adaptive learning considers and accommodates variances in abilities, knowledge, experience, and even temperament.

Adaptive learning can help with business training in a variety of ways. There are plenty of others. Adaptive learning reduces the time it takes to train employees, saving time and money while improving skills and knowledge across the organization.

Facilitates the training of a variety of organizations

Adaptive learning is ideal for the instruction of various learners since it adapts to each individual. Adaptive learning adjusts to all differences between learners based on competency levels, age, experience, or corporate tenure.

Concentrates on what must be taught

Adaptive learning technology identifies what a student needs to concentrate on. The technology then generates content tailored to the employee’s specific needs. To ensure engagement and comprehension of the information, this tailored content can incorporate concepts, activities, and gamified content.

Adaptive learning can aid in the creation of effective and time-efficient learning experiences that are unique to each individual while also contributing to favorable business outcomes in corporate training.

What are the Adaptive Learning Organizations’ Practises?

Sensing, decision-making, and innovation are the three categories.

Adaptive Learning Organizations – Sensing Listening and Data Management:

As we’ve discovered from the studies over the years, the most crucial component of alignment is knowing what to work on. This is something that ALOs takes seriously. They have learning councils, are involved with senior corporate leaders, and are aware of industry-wide skills and technology trends. They also know what their staff is doing, how their programs are performing and continually research the talents and capabilities that their organization requires.

Companies might become so focused on results and execution that the entire management team loses sight of the new abilities they need to compete. They go to great lengths to reskill and mobilize their engineers so that they can learn more about AI, IoT, and innovative new manufacturing technologies.

Microsoft is well-known for missing the search engine, social networking, mobile, and cloud computing markets. This “lack of learning” was well recognized at Microsoft, and the Growth Mindset concepts are now at the heart of the company’s huge success.

Decide – Good Planning, Governance, and Alignment Characterize Adaptive Learning Organizations:

Governance, planning, and decision-making are the topics of the second set of Adaptive Learning Organization practices. Decisions about where to invest the L&D dollars L&D (and where to outsource) are challenging but are critical to success.

The goal is to give local L&D leaders the tools they need to create, adapt, and respond to learning demands. To identify performance concerns clearly and regularly, firms must build learning business partners, Capability Academies, and excellent performance consulting skills.

High-efficiency L&D teams play a significant role in “future of work” plans, talent mobility strategies, succession planning, and many other HR and leadership focus areas. Internal mobility, with all of the challenges that entail, must be part of L&D’s goal. L&D must be heavily involved as you explore your transition to the Talent Marketplace.

Innovate and Experiment: Evolve – Adaptive Learning Organizations

Innovation, experimentation, and technology comprise the third group of practices. As most of you know, learning and development is one of the hottest areas for new ideas and solutions, and Adaptive Learning Organizations are always on the lookout for them.

Consider developments such as virtual reality and augmented reality, learning record stores, micro-learning, and learning in the flow of work. These aren’t just crazy ideas; they’re revolutionary new technology and solutions that will revolutionize the way people learn forever. Adaptive Learning Organizations research, test, and implement these technologies.

Since the inception of Powerpoint, we’ve come a long way, and innovation has accelerated. How do you use Microsoft Teams, Salesforce, or Workplace as a learning platform? Are you aware of new technologies such as Conversational Micro-Learning and spaced learning? Do you plan to use virtual reality to replace face-to-face safety and compliance training? The list might go on forever.


This new universe includes design thinking, journey mapping, and agile development (stories and sprints). But it’s more than just “adopting Agile”; it’s about “being agile” as a group. These concepts — agility, creativity, experimentation, and iteration – are essential for today’s success.

Being adaptable in your L&D organization is now essential in this era of pandemics, economic and job transformations, and faster-than-ever digital transformation.

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