To Make New Hires into New Leaders, Develop Tech-Enabled Social Learning Programs

For innovative and growth-oriented companies, finding and bringing in new talent is only the beginning. Regardless of previous experience or education, new hires can only shine when learning is personalized, when the new hire is truly engaged in the learning process, and when the learning environment becomes a two-way conversation rather than a one-way information dump.

Corporations often integrate training into their onboarding processes in order to familiarize new hires with corporate policies and procedures and bring them up to speed on corporate initiatives. However, companies interested in growth must go further. If they want to transform new hires into true leaders, they must implement bi-directional, highly personalized digital coaching programs.

Developing true leaders requires going beyond the routine. It requires giving new hires “something to gain.” It can be a challenge to implement such personalized training while still attending to cost and time pressures, but it is one that employers can meet by adopting a fresh approach that blends traditional customized learning with automated tools.

Why Information-Based Training Misses the Mark

The biggest problem that exists in most corporate learning environments is that training programs take an information-centric approach. The need for rapid development of educational modules – whether they be online, in person, or in print – often leads to a simple “let’s put that information on the screen” approach. At best, employers might end up with basic talking-head videos that just relay information to the audience. While this approach solves the problem of transmitting information, it does not solve the problem of encouraging innovation and experimentation, activating behavior change or transforming new hires into leaders.

Providing information does very little to actually change employee behavior. Transforming new hires into great leaders requires creating an experience that builds on the information and takes into account where each learner is at and what they have to gain from the experience.

If your organization wants to go beyond information-based learning to truly engage employees and deliver the greatest benefit to the organization, it needs two things: a hyper-personalized approach to leadership training and a two-way social learning experience

Go here to read the full article on