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Do You Really Need More Content Libraries?

ICOG - 31-Aug-2021

Do you really need more content libraries? There’s this under-the-radar competition between industries and companies to buy and collect as many content libraries as possible to ensure that there’s enough content available for their learners to, well, learn.

However, does the availability of content translate to effective and engaged learning?

If that was the case, organizations would only need to open up access to the internet and their employees would learn and grow. 

Case in point- with access to all the content in the world, if there’s not the right learning infrastructure, it’s all in vain.

Employee Engagement

Employee engagement, meaning the difficult task of engaging employees in learning so that they perform better and lead good careers while also helping advance an organization’s goals.

Poor employee engagement costs organizations a fortune. Especially in the new normal when remote and hybrid working styles are the norm, organizations find it hard to ensure employees are motivated, learning and upskilling.

How can an organization solve the problem of engaging employees in learning and growing? Hint: Motivation and content availability isn’t enough. Ask every person who has gym equipment lying around their house and every person who has a stack of unread books. Availability does not lead to action.

Disengaged learners nullify the importance of all the learning content in the world.

The Cost of Buying (More) Content Libraries

Organizations spend huge sums of money to get access to content libraries in hopes that more would lead to better. More content doesn’t lead to better learning. We have been working as consultants to organizations of global scale and impact, helping them transform learning and derive ROI from it.

Without the proper learning infrastructure, all the money spent buying more content libraries goes down the drain.

So, what should you be doing to fix the learning issue in your org?

Switch On Content Curation

Content curation powered by intelligent engines can help solve the problem of continuous content purchasing. Instead, curate content from across the internet and make it available under specific competency banners for efficient learning and high ROI.

Stop reinventing the wheel and get access to content freely available on the internet. Powerful content curation with AI capabilities can allow you to automate or semi-automate the process, leading to higher efficiency.

Uncover Tacit Knowledge

By encouraging employees to share their expertise and allowing them to create content, you can uncover tacit knowledge in your organization. ICOG has helped customers like CRISIL, L&T and LafargeHolcim save $1.5 million on average in content creation by enabling experienced professionals and experts to create content.

Sure, individual contributors and freshers wouldn’t have a lot of opportunities to create content but employees at the managerial level will appreciate being given a chance to share what they know.

As a bonus, this will lead to better employee engagement as managers engage with the learning infrastructure and then market their courses to their subordinates and peers.

Diversify Learning

Does your organization only encourage employees to take up mandatory courses (which are also long and disengaging?) and get a certain assessment score? If so, no amount of content availability might help you translate learning to real business impact.

ICOG encourages learners to take up enterprise-mandated learning as well as aspired learning, which helps diversify the objective of learning. You see, enterprise-mandated learning tells a learner- this is what you must learn and score well in for the organization. But aspired learning encourages employees to venture out a bit and take up courses and material that interest them.

ICOG further diversifies competencies into behavioral, functional and technical competencies. That allows learners to develop in a holistic fashion. Not only that, learning managers can rely on learning data to know which employees can take up fresh responsibilities and step up to contribute more to the organization.

Enable Peer-Led Learning

Make learning a social sport by enabling learners to share and recommend courses to each other. ICOG allows you to do that. Moreover, learners can also view their standing in the organization across locations or just their corporate for particular skills.

This can encourage them to learn more. And they can also view the top performers in each related competency so they can engage with their peers and learn how they do it.

All of this can be done manually, but it’s better that you find a platform that automates and factors in all of this activity to find the top learners. ICOG doesn’t just factor in assessment scores.

Get Insight into Content Availability

It’s a good idea at this point to analyze how much volume of content you have access to and whether or not you need more.

ICOG readily gives you insight into content availability as per competencies. Then, you can decide whether or not you need access to more content. In more cases, as we consult with top global organizations, it’s the learning infrastructure that needs to change.

The learning infrastructure needs to accommodate various kinds of learning in diverse formats and encourage employees to continuously and proactively upskill their knowledge to contribute better to the organization as well as lay down a path to advance their career.

Again, do you really need more content libraries, or do you need to shift the way your organization learns? Reach out to us to learn more about ICOG.

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