Once again, marketing sets the groundwork and learning will walk the landscape and help people grow. In this case, we are talking about curation. Over the past decade, we have watched some major shifts in how marketers market. Further there are clear parallels between these marketing changes and how talent development professionals develop talent. Here are just a few:
- A focus on the end user. For marketers, this meant a stronger focus on customer need in order to build loyalty and trust; for learning professionals, the shift is to accommodate for how today’s low unemployment rates gives talented people reason to be choosy about which companies they join or stay with. Learning opportunities give talented employees a reason to remain loyalty to a company and to perform above and beyond the call of duty.
- User-generated content. In marketing, social channels gave consumers a microphone to talk about how they were using products, give reviews on products, and to share product recommendations with their networks. In learning, user generated content in the form of social commenting, video, blogs, and the like, allow for the learner to talk about his or her experiences with applying a skill and to offer perspectives for how he or she accomplished a task. Very quickly, the employee voice gained credibility in the training space creating a more collaborative learning environment for all.
- Mass messaging to personal messaging. “Email blasts” used to be a very typical way to reach your audience; however, with an abundance of blasts came a need to target messages to key audiences. Similarly, not all learners learn in the same way; hence, learning professionals have to accommodate for a varying spectrum of learner preferences by creating learning pathways that ultimate reach a unified goal.
Ready for what’s next? It’s content curation. Not only does content curation make sense for how talent development professionals deliver training experiences to the learner; it also makes best sense in terms of leveraging the internal talent development construct of many learning organizations. Here’s why.
Talent development teams are typically faced with budget and resource issues. Add to it that once the talent development team produces learning content; the battle to get eyes on that content surmounts the effort it took to create the experience often giving the appearance that the talent development team is not in touch with the business need or the end user. Content curation mitigates many of the problems that typical plague the talent development function.
- Lack of Budget. Content curation doesn’t cost anything more than using your mind as a filter for good content.
- Engaging Content. Curation by definition is a collection of pieces. By collecting a varying group of sources and perspectives on a single topic, the learner is more likely to stay engaged.
- Frequency and Consistency. Content curation removes the burden of creating original material. By leaning on trusted sources and providing a unique perspective, you can turn existing content into custom and relevant content.
- Closing skills gaps. With a plethora of content available online, you can identify where your training experiences are currently deficient and source content to fill in any gaps. Then, with the right platform, you can make the experience appear seamless to the learner.
Ready to make your next best move? Contact KZO Innovations to kick start your talent development content creation strategy today.