Noa Coach

Last Updated on Dec 27, 2021

Why Technology Trends in Learning and Development Are Critical to the New Era of L&D

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We have entered a new era for Learning and Development (L&D). Recent changes in technology are more concentrated on impactful and sustainable L&D strategies for our millennial and Gen Z workforce.

 

One of the most significant trends in learning and development involves a stronger inclination towards a purely digitalized educational setting. This emerging trend is worth anticipating and discussing, considering how technology is becoming more apparent and integral in our daily endeavors.

 

This article will examine why are emerging technologies critical to the new era of L&D, and how do these innovations impact and promote a sustainable knowledge-sharing approach for the millennial and Gen Z workforce?

How do we use technology astutely?

Technology is not the enemy. Technology is brilliant; it saves lives, drives cars, and keeps many of us connected in these seemingly never-ending lockdowns. It is how we embrace and use technology that is critical to the future of L&D.

 

The days of all-day, in-class learning sessions are over. Progressive companies see learning as a daily on-the-job activity, something we can integrate seamlessly into employees’ lives. We use apps to do this in many other facets of our lives. Learning should be no different. To help understand better what these trends in corporate learning and development represent, we also need to take a closer look into the different types of technology that have been integral in changing modern-day learning and coaching.

Chatbots

Chatbots are a conversational tool we can teach to adopt a specific language, specific content and a communication pattern to deliver excellent learning content. Conversely, client-generated data stored in chatbots may provide a deeper insight into what motivates people and what frustrates them about different issues.

AI-powered Chatbot

Artificial Intelligence powered chatbots use machine learning to converse more naturally. They can be programmed to deliver human-like and conversational interactions with people. Their impact on the progress of a business’s client and staff support and efforts for audience reach is tremendous. A popular example among technology trends in learning and development, AI can help business coaches and training institutes impact more knowledge and support independent learning.

 

Chatbots can boost learner engagement through capsulizing learning materials into bite-sized pieces that are easier for the learners to take in and absorb in a given timeframe.

The new era of chatbots

Learning, productivity, and wellbeing apps using chatbots are relatively new trends in learning and development that have been steadily gaining momentum with significant positive results. Research has found that employees favor technology over people for help. Oracle and Workplace intelligence, found 82% of respondents believe chatbots can better support their mental health than humans. About one-third believe chatbots provide a judgment-free, unbiased outlet to share problems with quick insight into performance and wellbeing-related questions. In a further study, people aged 18-78 using a wellbeing A.I. chatbot found the bond they formed with the app to be non-inferior to the bond created between human therapists and patients.

 

Chatbot success stories abound for wellbeing. It seems a logical next step to use the same technology to help people thrive in the workplace.

Mobile learning

As its name suggests, mobile learning is a learning or coaching channel that is more compatible with mobile devices such as smartphones and tablets. Mobile learning is more informal and quick-paced in nature. It is time-flexible and accessible to learners across different locations and timelines. Duolingo, SoloLearn, Khan Academy, and EdX are some examples of mobile learning apps.

Cloud-based Learning

Cloud-based learning supports remote learning, meaning that learners can access the learning materials whenever and wherever they may be. Since the learning materials are shared in cloud storage, learners can access modules anytime, making it more flexible to absorb and retain new information. Trainers and learners also need not worry about unexpected technical glitches or losing relevant data since their valuable documents are kept securely in universally and conveniently accessible digital storage.

Virtual (online) training

Virtual or online learning is similar to e-learning in that both use the internet and digital software and platform to facilitate the teaching or training process. Both types of learning can also combine educational training online and face-to-face classroom settings. The advantage of virtual training over e-learning is that the former supports independent and self-regulated studying. Whereas e-learning strictly follows a specified schedule for the modules and courses that students and learners must follow. One teacher or trainer typically manages training.

Gamification

Gamification may not be as familiar a term compared to its fellow emerging trends in learning and development. However, it is most popular with recruitment agencies, training institutes, and corporate coaching companies. It is gaining popularity in many forms with digital learning programs. Gamification is often applied when onboarding new staff, training new skills, familiarizing employees with brand new technology and products, and orienting the workforce about the company’s in-house rules and policies.

Why is this change in learning more important for millennials and Gen Z?

Since the commencement of the COVID-19 pandemic, the need for virtual and advanced L&D materials has inevitably spilled over to training and knowledge acquisition in the organizational setup.

 

In fact, in 2021, a growing number of boardroom agendas are acknowledging how L&D professionals have transitioned learning practices to digital platforms. On the other hand, while the exponential growth is impressive, it also has many disadvantages. Businesses and educational institutions witnessed the negative impact of zoom sessions. It was quite a draining change to undergo. Data shows that moving content to a virtual classroom is not the solution, and we’ve seen organizations delay any learning during this period of remote working.


According to IBM, millennials will make up over 75% of the workforce by 2030. Millennials, born between 1981 and 1996, are recognized as a diverse group of young people with changing interests, innovative ideas, and increasing societal influence. They desire active engagement with technology and have an incredible ability to drive innovative change using a combination of collective human intelligence and technology.

 

100% of millennials use the internet in the U.S. and 93% own smartphones. Millennials in the USA spend 211 minutes accessing apps or the internet via smartphones per day, compared to only 31 minutes of daily desktop internet usage. It was found that millennials unlock their devices an average of 63 times per day. L&D strategies must utilize smartphone technologies to create engaging learning available on demand.


Learning and training practices in the past are no longer 100% applicable in today’s generation of learners and young minds. Even in the corporate setting, you will notice specific patterns in recent trends in learning and development. People can access more learning modules and training materials online. They can even scour through forums and social networking sites to seek frank and concise answers to their queries.

 

More importantly, millennials are like the midpoint to two different generations, the Boomers and the Gen Z’ers. Millennials lived through a time where technology and AI were still at their early developmental stages. Their generation likewise lived through the more impressive forms of science and tech. Hence, they are at the advantage of understanding how the world is interconnected from distinctly contrasting experiences.

 

Being well-equipped with the proper knowledge and background in these emerging and fresh learning strategies means shouldering the responsibility of leading future generations to the right path of accumulating and propagating revolutionary knowledge.

What Noa Coach App Can Do for L&D in Your Company

Noa Coach has taken organizational neuroscience research and designed a learning platform with chatbot solutions to provide insights coaching, meaningful goal setting, and help employees be more agile and productive in responding to everyday stressors at work. Using automated technology, Noa Coach can provide organizations with data-driven insights to support management to understand relevant triggers to design targeted learning or other intervention programs. The platform does not engage in zoom meetings, coursework, or long study hours; instead, she engages the learner in conversational chats—harnessing real issues, desires, and emotions into productive, values-based behaviour.

 

Thanks to automated technology, conversations can inspire curiosity and tap into the best application on the market – our brain! All leading us to our best thinking yet.

Bottom Line

Nothing beats partnering with a tech-driven coaching chat application that balances the latest trends in learning and development with relevant data backed by careful research and science.


Accumulating new information and coaching different groups to learn and assimilate new skills and knowledge entails cutting-edge platforms, like Noa Coach. Get a cost-effective chat app solution that boosts workplace productivity, underscores employee well-being and leverages your company goals every step of the way.

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