Make the switch to learning in progress

Training programs are evolving from a support role to a new model integrated with business objectives and agile enough to adapt. Which side will you be on?

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Traditional learning design models no longer serve anyone

There’s a shift related to learning and training that is as subtle as it is massive. If you haven’t felt it yet—you soon will.

Traditional learning design models no longer serve you, the company, or the people that rely on your training to stay competitive. The old way worked when training teams could launch programs optimized for static learning. But with markets, skills, and talent changing faster and demanding more, the approach to learning programs is getting a major overhaul.

Businesses everywhere are having to work harder for their growth, and when times get tough, course completions and hours spent learning on static learning don’t mean much. Training teams can now be among the programs that drive real business impact.

Three huge cultural shifts have changed the way training teams operate

The forgetting curve

70% of what employees learn is forgotten within 24 hours and 90% is lost within the first week if not applied to the job.

Cost center

U.S. companies invest $200 billion annually in training, yet only 10% of that training drives tangible results according to HBR.

Growing skills gaps

The skills required for a single job is increasing by 10% year over year, and over 30% of the skills needed three years ago will be irrelevant.

Learning in progress =
The new competitive advantage

Learning and business growth go hand in hand. But sometimes the learning isn’t fast enough. Businesses don’t hit the numbers they need in order to keep up with the market; individuals don’t have the skills athey need in order to catch up with the business. And when that happens, all those static learning courses don't mean much. It's why learning is never done – it's always learning in progress.

learning-in-progress-competitive-advantage

Traditional learning design models represent static learning

Learning in progress	Static learning
Learning in progress is an evolved learning model that enables training teams to automate workflows, create courses and map skills without all the manual work so they can stay ahead of business objectives.	Static learning and development programs that respond to immediate needs of the business through point in time training that measures value through time spent and completion.
Aligned with companies’ strategic objectives and business priorities	Training budgets are treated as an expense rather than an investment
Targeted training based on market demands for skills	Training starts with onboarding and ends with compliance
Create valuable training as the business needs evolve leveraging AI and automation tools	Creating courses involve massive amounts of repetitive and manual work over the course of months

Static learning could only get us so far

Here’s why winning organizations are adapting to a learning in progress model:

Cost center

50% of metrics used for learning success can be classified as vanity metrics.
LinkedIn

Inefficient

77% of L&D Leaders are taking an insufficient approach to reskilling their workforce.
Gartner

Falling behind

The percentage of training teams aligned to organizational goals has fallen 10%.
CIPD

Missed opportunity

55% of employees say they need additional training to perform better in their current role.
SHRM

How to make the switch to learning in progress
The new way of running training programs has the double benefit of being massively impactful without being overly complicated. It comes down to three operating principles:

Mindset

Switching from thinking that there are just boxes that need to be checked like onboarding and compliance to focusing on how to build continuous opportunities for learning in the moment.

Automation

Switching from an endless set of manual and time consuming lifts for each training module to an agile and automated approach to learning and course creation.

Measurement

Switching from a focus on course completion to business impact that connects the entire company to the market and skills they need to make sure training programs are tuned to drive the business forward.

Embrace learning in progress with CYPHER Learning

With CYPHER Learning, you can manage all your training initiatives from an easy to use platform that unifies LMS, LXP, and course development. Learning in progress isn’t more work—it enables your team to embrace a more connected and continuous way of learning across the organization.

Deliver learning

CYPHER provides an easy to use LMS with a super short learning curve.

One solution for all learning across teams and departments

Comprehensive insights and reporting

Connect all of your business systems

Deliver skills

CYPHER helps stop knowledge gaps from slipping through.

Identify needs for training and skills - automatically mapped in minutes

Algorithms to curate learning based on market needs

Preloaded skills database with skill sets for thousands of roles

Deliver automation

CYPHER automates workflows, course creation and skills mapping so learning happens fast.

Create courses and assessments from the content you have

Automate the entire training workflow from start to finish

Personalize training for every learner with delivery in 50+ languages

Create courses from content you have – Simplify the course creation process by automatically generating learning content from existing resources.

Automated mapping of competencies and assessments – CYPHER uses intelligent automation to map competencies and assessments, ensuring that your learning objectives align with the required skills.

Create courses in 50+ languages – Deliver content to a global audience with built-in multi-language support, eliminating language barriers.

Automate repetitive tasks – Save time and reduce human error by automating routine administrative tasks like enrollment, reminders, and notifications, allowing L&D teams to focus on strategic initiatives.

Personalized learning paths – Use automation to tailor learning experiences for individual learners based on their progress, preferences, and performance, ensuring more effective outcomes.

Smart recommendations – Automation recommends courses, learning paths, and additional resources based on learners' needs and performance.

Workflow automation – Automate key workflows such as course approvals, feedback cycles, and course completions, streamlining the entire learning management process from start to finish.