Go1 and ADP came together for a live discussion on the significance of learning and development (L&D) in the workplace and discussed the role of AI in facilitating continuous learning, the value of skills enhancement, and the impact of easily accessible learning on L&D strategies. The discussion highlighted the use of content aggregators to provide a diverse selection of learning materials, and the importance of making learning readily available and tailored to individual needs.

Emily DiLaura, Senior Manager and Content Marketing Lead at Go1, moderated the webinar and brought it some trends and data from Go1; and was accompanied by special guests from our partner company, ADP: Andrea Elkin, VP of Strategic Enablement for Enterprise Learning and Knowledge Management; Julie Shipley, Managing Director of Talent Practice; and Nicole Molino-Lewis, Principal Solution Consultant. 

Embracing a self-service approach to learning and creating personalized experiences is a necessity.

We’re moving towards a culture of self-service knowledge acquisition and personalized learning, and this approach empowers employees to take control of their professional development, directly providing the skills and knowledge needed to excel in their roles. And let's be honest, most employees expect the same level of convenience and personalization in their learning at work as they do in the rest of their lives. Self-service learning platforms and customized learning pathways are how we meet those expectations, giving employees the resources they need, when they need them.

In the webinar, Andrea Elkin underscored the rising value of a "self-service knowledge acquisition culture" within organizations. This culture champions employees who are proactive in seeking and gaining knowledge autonomously. The benefits are two-fold: individual growth and a workforce that's both engaged and highly skilled. Andrea spoke about the importance of offering diverse learning methods to suit various learning styles and preferences, "I think everyone learns a little differently...what we're doing [at ADP] meets a broad spectrum of need."

The landscape of learning is changing, and it’s an exciting time to be part of it. With the rise of AI and the birth of content aggregators like Go1, there are more ways than ever to personalize learning. “I think our field is going to be in greater need because things will be possible in the future that were never possible,” Andrea shared on the future of L&D. Nicole Molino-Lewis added that systems like ADP with Go1 integrations, can customize content and offer analytics, making it easier for organizations to provide learning that meets their employees where they are and it more accessible, while sharing the necessary data with the L&D team behind the scenes.

Julie Shipley emphasized the need to seamlessly embed learning within the tools and platforms employees already navigate daily. This integration not only boosts engagement but also solidifies the knowledge gained. As Andrea mused, "How do you bring some of that into your flow of work? If it's living in Salesforce, can you access the learning through the Salesforce search?"

Identifying key skills and investing in development is paramount to organizational success.

When we tie our skill-building efforts to the big picture of where our organization is headed, we're making sure our training is right on target. The panel highlighted the significance of identifying key skills, or, as Andrea calls them, "power skills" that are critical to the success of an organization and investing in their development among employees.

Andrea further explained that these skills vary across different roles and stages of career progression, and learning programs should be designed accordingly. She noted that organizations need "to be able to deliver on the skills that we know are valued at the organization." 

Investing in the growth of essential skills doesn't just make for more capable employees; it helps build a team that's resilient and ready to take on whatever comes its way. When employees are equipped with the right skills, they can tackle challenges, welcome new technology with open arms, and spark innovation. And that's the kind of spirit that propels an organization forward, making it more competitive and successful in the long run. This was a message that Julie expressed on the importance of aligning these power skills with the business objectives of the organization.

AI's support in continuous learning and development.

Of course, the topic of Artificial Intelligence (AI) and its rising role in learning came up. The panelists acknowledged the growing role of AI in enabling continuous learning and development. Andrea mentioned using generative AI in automating certain aspects of learning content creation, making it easier for learning professionals to deliver personalized, relevant content to employees. "We are using it already at ADP to do some incredible things, like we can take product documentation out as we're changing products, use the documentation to write learning scripts."

AI and LLMs have greatly improved the accessibility and findability of learning resources, making it easier for employees to find the information they need. Andrea mentioned that AI can be used to bring the LMS to the place where employees are already working, enhancing the convenience and efficiency of learning.

AI is our ally in crafting individualized learning journeys for each team member. By sifting through performance data, AI can pinpoint where someone might be hitting a snag and suggest resources to help them grow. It's like having a personal coach, guiding you through a play that's custom-tailored to an employee's aspirations and the areas they're most passionate about in their role.

But AI isn't just a behind-the-scenes tool; imagine AI-powered simulations and interactive games that offer employees a hands-on experience on mastering new skills and concepts. These aren't one-size-fits-all. They're tailored to specific job roles and scenarios. As AI continues to advance, it'll become an even more powerful ally in development.

Content aggregators provide libraries of diverse learning resources, making it easier for L&D teams to deliver personalized training.

Content aggregators are like the personal shoppers of the learning world, helping L&Ds and TDs build robust training programs at scale. As Julie pointed out, content aggregators are a game-changer for learning professionals, making the delivery of training smoother and the learning journey more engaging for employees.

Functioning like a robust learning and development search engine, type in a topic or pain point and you can find readings, videos, podcasts, interactive modules, you name it. This diversity in content is perfect for all kinds of employees, making it more likely that your team will find something that really clicks. And because the aggregators often team up with big-name content providers and experts, you can trust that the content is top-notch.

Go1 also allows for the creation of personalized learning paths, which means that as a learning and development professional, you can create training programs that are tailored to specific roles, career goals, and skill gaps. This personalized approach makes training more effective by focusing on the areas where employees need the most support. Employees can then follow these curated learning journeys, which helps to ensure a more structured and efficient learning experience.

L&D teams will quickly find that one of the best parts of a content aggregator is that they integrate into your existing HR and learning management systems (LMS). Go1 integrates directly into ADP, as Nicole showed us in the webinar. This means the management of training is centralized, along with data and analytics on programs, and removes the need for any manual data entry or curation between platforms. Plus, employees can enjoy a seamless learning experience, no matter which platform they're using.

This webinar brought so much knowledge into one virtual room, with so many great takeaways on learning, trends, accessibility, AI, and content aggregators, but one piece of advice really stood out from everything. 

Andrea reminded us all of what she often tells her teams with building out learning for teams and the endless requests that come in, "focus on progress, not perfection with this." A reminder that learning and development is a continuous process and it's important to celebrate the progress and growth that comes with it, rather than striving for perfection or meeting every need. It highlights the importance of being open to change and adapting as the world of learning constantly evolves. This webinar not only provided valuable insights, but also sparked a sense of motivation and inspiration to continue learning and improving.

Watch the full webinar to learn more about the role of AI, skills development strategies, and the benefits of personalized learning from our panel of experts.

Exploring the latest L&amp;D trends and practical solutions with ADP

To learn more about our partnership with ADP or on how you can utilize a content aggregator in your LMS, book a demo today to find out how Go1 can help with your team’s learning needs. 

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A recap of our recent webinar with ADP discussing the trends in L&D; including the role of AI, skills development, and personalized learning.

Exploring the latest L&D trends with Go1 and ADP

Imagine you’re trying to learn the drums. You’ve bought a new kit, some top-notch drumsticks, and you’re eager to learn. Which method would help you learn faster: sitting down and learning from a generic textbook, or finding an experienced instructor who can personalize the learning to your needs? Generally, the second option is far more likely to be effective. 

The same principles apply to online learning, with personalized instruction outperforming generic training. Of course, tailoring training for your entire workforce can be challenging—especially at scale. So, we’re here to help by analyzing how to personalize training to encourage skill transfer and engagement. 

We’ll start by explaining how to perform a learning needs analysis, then cover what you can do about performance and skill gaps, and contrast the benefits of generic vs targeted learning. Finally, we’ll offer practical tips to help you design a targeted learning program.  

Starting with a foundational needs analysis 

Performing a learning needs analysis is a foundational step in designing effective, personalized training programs. Before you do anything else, take stock of where your employees’ learning needs currently stand. This involves evaluating your workforce’s skill levels, identifying knowledge and performance gaps, and discerning individual learning needs. Leveraging tools like surveys, assessments, and interviews will enable you to gather valuable insights into the specific competencies your employees need to develop. 

According to our research, 50% of teams conduct a learning needs analysis to determine which online learning skills to focus on, while 60% of teams conduct a learning needs analysis as part of creating a skills competency framework, making it both a popular and effective tool. By conducting a thorough needs analysis, you gain a deeper understanding of your workforce's learning requirements, paving the way for targeted training interventions that address specific needs and objectives. 

Want help conducting your own needs analysis? We’ve made it easy with our free downloadable Needs Analysis Tool. Get your copy today! 

After completing a learning needs analysis, you should have a clear idea of the major performance and skill gaps in your organization. If you’re still unsure, there are other steps you can take. According to our research, these are the most common ways teams determine which online learning skills to focus on: 

Work with managers to identify job-role-specific skills (62%) 

Gather feedback from employee surveys (56%) 

Map skills to our business objectives (46%) 

Have a skills competency framework (45%)  

Using any of these methods—or multiple in conjunction—is a reliable way to identify performance and skill gaps. Remember, performance gaps generally indicate poor skill transfer from training to the job. Currently, just 12% of employees transfer skills from training to the job. In other words, the skills employees learn via training aren’t being applied in their day-to-day roles, leading to performance gaps. By focusing on resolving these performance gaps rather than merely assessing skill proficiency, your team can align training efforts with strategic business objectives and desired outcomes.  

With the rise of AI and the shrinking shelf-life of skills, being aware of your employees’ skill and performance gaps is vital. Gartner finds that just 41% of employees are currently performing optimally—that is, consistently giving their best work in a way they're confident they can sustain over the next year. Similarly, 87% of organizations "know they have a skills gap or will have one within the next few years." These are concerning figures that organizations should aim to address urgently.  

You’ve conducted a learning needs analysis and identified your organization’s skill and performance gaps. You’re almost there! Now, it’s time to tailor your training programs for optimal skill adoption and engagement. At this point, we’re hoping you’re not assuming a generic training program will suffice. While generic training is often the go-to for broad topics, it lacks the depth and relevance to engage learners effectively. In contrast, targeted training initiatives are customized to meet individual learners' specific needs and preferences. 

For example, 93% of high-performing organizations agree that personalized learning supports employees in reaching professional goals more efficiently. And that’s just the tip of the iceberg. Employees are also up to 60% more engaged when presented with personalized courses rather than standardized training. 

Whether through interactive modules, scenario-based simulations, or personalized learning paths, targeted training initiatives provide learners with meaningful and relevant learning experiences that drive tangible results. 

Practical tips for personalized learning programs 

To design a targeted training program, start by establishing clear learning objectives, KPIs, and success criteria that align with your organizational goals. For help with this step, check out our blog on setting employee engagement goals that lead to growth.  

Next, leverage the data from your learning needs analysis to develop targeted content and learning pathways. When selecting learning content, you’ll want to incorporate a range of instructional strategies, multimedia resources, and interactive elements to cater to different learning preferences.  

Additionally, you should provide opportunities for feedback, reflection, and reinforcement to support ongoing skill development and learn what is and isn’t working for your employees.  

From here, there are several paths you could take to personalize your training program, depending on your team’s unique needs, circumstances, and goals. For instance, you may want to explore tools like Go1 AI, which can be a game-changer for real-time learning personalization. Similarly, you may want to explore the benefits of learning content aggregation.  

Your ten-steps to design a targeted learning program 

Ultimately, while the specific details will vary from business to business, we recommend following these ten steps to design personalized learning programs that encourage skill adoption and engagement:  

1. Define clear objectives: Start by defining specific learning goals that align with your organizational objectives. These objectives will be your north star throughout this process.  

2. Analyze learning needs: Gather insights on your organizational performance downfalls, skill gaps, and learning preferences via surveys, internal feedback, and a needs analysis.  

3. Personalize content: Customize your training materials to suit individual learning preferences based on the insights gathered during your learning needs assessment. 

4. Embrace technology: Utilize interactive tools, multimedia resources, and innovative technologies like AI to facilitate personalized, engaging learning experiences. 

5. Encourage practice: Provide opportunities for learners to apply their new skills in practical scenarios to help them reinforce what they have learned. This is a vital step, as currently, just 12% of learners transfer skills from training to the job.   

6. Provide regular feedback: Offer constructive feedback to employees to guide their progress and reinforce learning. Remember that feedback should be a two-way street, so ensure you’re open to any constructive employee feedback too! 

7. Facilitate peer learning: Foster collaboration among employees by creating forums for sharing knowledge, advice, and experiences. Rather than completing static online courses, this style of learning is more hands-on and collaborative, encouraging higher engagement and skill transfer.  

8. Offer on-demand learning: Provide access to training materials anytime, anywhere to accommodate different schedules and make your learning program attractive and accessible to the broadest possible audience.  

9. Celebrate achievements: Recognize and celebrate learning milestones along the way to motivate employees and reinforce their commitment to learning.  

10. Measure impact: Track and evaluate the success of your KPIs (established during step one) to assess the effectiveness of your training program. Then, make data-driven decisions to improve and iterate.  

For more insights, subscribe to the Go1 newsletter to stay on top of all the latest L&D trends. Or, you can book a demo today to find out how Go1 can help with your team’s learning needs. 

We’ll analyze how to personalize training to encourage skill transfer and engagement, including how to perform a learning needs analysis and identify performance gaps.

Encourage skill transfer and engagement with personalized training

We’ll analyze how to personalize training to encourage skill transfer and engagement, including how to perform a learning needs analysis and identify performance gaps. 

Learning and development is changing rapidly, which means training that worked a year ago—or even a month ago—may no longer be an effective solution. Gone are the days when the same training content could be assigned to every employee.  

Today, personalized and targeted learning programs are becoming the norm, offering a tailored approach that benefits both individual employees and your organization as a whole. 

Understanding the importance of personalized training and implementing a targeted L&D program is crucial for unlocking potential within your team. Keep reading to learn how you can maximize your business’s impact through your learning and development offerings. 

Boost engagement and retention with personalized learning paths 

Every employee brings a unique set of skills, knowledge, and learning preferences to your organization. When harnessed correctly, your workforce’s diverse talents can become your company's greatest asset. 

So how do you take advantage of the wide-ranging skills represented on your team? The answer is simple— play to your workforce’s strengths with personalized learning paths! 

Personalized learning ensures each employee's training is as relevant and effective as possible. By providing employees with custom learning content based on their current roles, career goals, and proficiency levels, organizations see dramatic increases in engagement and retention of information. This isn't surprising—after all, when training is relevant to employee needs, learners are more likely to be invested and apply what they've learned to their work. 

There are many different ways to personalize learning. For example, because we know that different generations have different learning preferences, you might provide a series of microlearning courses for younger employees and one longer course for older employees. You may also find courses available in multiple languages to make engagement easier for employees whose first language differs from the rest of your workforce. 

Research shows that employees are up to 60% more engaged when presented with personalized courses instead of standardized training. The benefits here are twofold: while employees are more likely to enjoy and engage with their learning experiences, your organization will benefit from a more knowledgeable and effective workforce. 

Take advantage of AI to align career goals with company needs 

Artificial intelligence is quickly becoming a key player in learning and development programs, and leveraging AI in L&D allows you to take customization to the next level.  

With AI-enhanced learning, algorithms analyze learners' interactions, performance, and preferences while using the platform or service to recommend content that not only closes skill gaps but also helps the employee make progress toward their personal and professional goals. 

Your options for AI tools are expanding every day. Go1’s AI-powered learning content, for example, enables personalized learning at scale by providing valuable insights and learning content that resonates with employees’ current roles and future aspirations. You might also consider using GenAI tools like ChatGPT or Gemini to help you conduct market research and analyze skill gaps, get recommendations for relevant courses to include in specific learning paths, and help your team quickly provide training to your workforce. 

Regardless of which AI tools you choose to use, the efficiency they’ll add to your workflow will help you deliver targeted content to your team and ensure each moment employees spend learning is as productive as possible. 

Address skill gaps through targeted training 

The rapid pace of technological and economic changes in our modern world means we’re continually becoming aware of new skill gaps. The good news is, targeted training initiatives can effectively combat this constant flux in necessary workforce skills and empower employees to master the competencies they need to expand and strengthen their skillset.  

By conducting thorough skills gap analyses, companies can pinpoint the exact areas that need development—whether technical skills, soft skills, leadership abilities, or industry-specific knowledge.  

Determining which skill gaps exist in your company doesn't need to be complicated. Simply review your business goals and consider what skills are needed to achieve those goals. Then, look at the skills your organization excels at and pinpoint where your team is lacking. You might do this by analyzing job descriptions for current and future roles to identify required skills or evaluating your LMS usage data to determine which skills employees are searching for and consuming 

Finally, develop tailored training programs to help employees learn the skills your organization needs to succeed. This will enable a workforce that isn’t just capable but is also agile and prepared to adapt to changing market demands. 

The results speak for themselves. Organizations that implement targeted training initiatives often report enhanced performance and productivity among employees and teams. By investing in targeted training today, you're setting your company up for a stronger tomorrow. 

Employees who recognize that their employer is investing in their personal growth naturally have increased job satisfaction and company loyalty. Training programs that directly benefit your workforce’s career advancement are clear indicators to employees that they are valued and appreciated for their individual contributions to the organization. 

As a result, personalized and relevant training positively impacts employee morale and productivity. Employees who receive targeted, role-specific training often report feeling more confident and motivated in their jobs, which translates to better performance. Additionally, this sense of fulfillment can reduce turnover rates, improve retention, and create a positive cycle of learning and development. 

The movement toward personalized and targeted training reflects a broader shift in workplace culture—one that values the individual, recognizes the diversity of skills and learning styles present in the workforce, and seeks to harness that diversity for the collective good of the organization. L&D professionals who grasp and implement these methods aren’t just teaching—they’re paving pathways for continued organizational growth. 

For businesses serious about increasing their impact, investment in personalized and targeted training isn't just a nice-to-have—it's a need-to-have.  

By focusing on the unique learning needs of individual employees, companies enhance their collective strength and prepare themselves for a continually shifting future. So, prioritize personalized learning to create a smarter, stronger, and more satisfied workforce that’s prepared to tackle whatever new challenges come your way.

For more insights, subscribe to the Go1 newsletter to stay on top of all the latest L&D trends. Or, you can book a demo today to discover how Go1 can help with your team’s learning needs. 

Ditch the one-size-fits-all approach! Learn about the benefits of personalized learning paths, AI-powered recommendations, and targeted training initiatives that address specific skill gaps and unlock individual potential.

The power of personalized training for maximum impact

This three-step template is designed to help you double-check your learning path for alignment, reach, and analysis. It outlines best practices for setting learning objectives, learning modalities to consider, and ways to measure progress. By checking off what you’ll do as you plan your pathways, you can create more effective training for employees and hold your team accountable.

Personalized learning path checkpoint_Go1.pdf

This three-step template will help you double-check your learning path for alignment, reach, and analysis.

Welcome to the Go1 blog. Helping you to achieve your L&D goals through the latest learning and development insights, trends, and technology.

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Over 200 L&D pros shared their biggest challenges and investments in learning. Read the full report