A Case for the Corporate University (and Other “Old School” Learning Solutions)

“What are you learning in 2022?”

That’s been a driving question at HealthPoint to encourage employees to consider what they’re learning and how to apply their learning at work. It’s sparked huge growth in learning engagement at HealthPoint as well as encouraging more leaders to support their teams and employees in their learning. We’re seeing increased customer satisfaction, retention, and engagement. And it’s all happening through a conventional L&D structure, the corporate university.

Through HealthPoint University, my team is driving interest in learning, supporting a growth mindset in the organization, and delivering learning that prepares employees to do what they're asked to do today and in the future. It’s critical for learning to happen in the right modality, the right time, the right amount, at the right cost, to help users solve their issue. Despite perceptions of a corporate university as “old” or “limiting,” HealthPoint University is helping learning deliver on its value as an enabler of the generation of revenue.

“Reframing” is a critical ingredient for our success. Learning at every organization needs buy-in from leaders, customized modality to fit the organization’s ecosystem, and user-centered design. L&D practitioners must be nimble and comfortable moving through this complex system—serving the organization as the learning consultant, the facilitator, and the strategist of learning experiences, maybe all in one day.

Here are four principles that helped reframe our thinking of what could be with HealthPoint University:

#1: Remember the why.

People are not monolithic. Everyone comes with a frame (i.e., their lived experiences), and everyone's frame is different. We need to offer learning that can be embraced by everyone. It’s like a charcuterie board—the learner can take the pieces that best support their learning. Your approaches for learning delivery, experiences, and more should all be people centric.

#2: Put yourself in the frame of the audience.

Your audience will have a limited view of the learning experience; they can't and won't do it all. Like seasoning a good chili, it’s about adding the right amounts at the right time. Also, you do NOT have to use all the tools that have ever been recommended by your favorite thought leader. Instead prioritize the tools and experiences that will deliver what your audience needs.

#3: Make an authentic experience.

The learning and performance industry is always buzzing with discussion of THE new, shiny, and trendy thing that will change learning. We practitioners tend to over-rotate to do that new thing, and we forget to think about what our organization and people really need. Sometimes an “old school” solution is the right one for your organization’s context. There's value in bringing people together and allowing them to learn in a way that best suits them.

#4: Own your purpose.

To a learner, the industry’s thinking on cognitive domains or learning styles isn’t the point. They care about, can you help me understand how to do this thing so I can succeed in my role? Your purpose is to give them a great learning experience. When talking with learners about their learning, don’t sweat trying to cover all the latest buzzwords, trends, or tools.

Data is great. New tech is great. But don’t forget: learning is done by people. You’re not limited to the newest shiny thing or the latest opinion on trends. Instead, reframe how you use the tools in your toolbelt by taking in organizational data, inputs on capabilities, the needs of your users, and other relevant contexts. Then leverage the tools necessary to create meaningful learning experiences that prepare employees to achieve the organization’s goals.

Join us for EXLEARN 2022, a conference for L&D professionals wanting to create human-centered experiences that help employees reach their full potential. (David is a 2021 Learning & Performance Excellence Award winner.) Register here: https://pheedloop.com/exlearn2022/site/home.