Article: The emphasis must be on a learner-centred, application-based learning process: enParadigm’s John Cherian

Learning & Development

The emphasis must be on a learner-centred, application-based learning process: enParadigm’s John Cherian

John Cherian of enParadigm dives deep into how they support organisations in designing impactful L&D strategies for the future of work.
The emphasis must be on a learner-centred, application-based learning process: enParadigm’s John Cherian

John Cherian is the Co-founder, MD & CEO of enParadigm. He believes in the potential of purpose-driven businesses to make the world more meaningful. John has pioneered the learner-centric, experiential model for enterprises to enable people to achieve business impact. He leads the teams at Enparadigm to bring together business insights, learning methodologies, and user experience on technology-driven learning platforms to make transformational learning accessible for all employees. In an exclusive conversation with People Matters, John highlights critical priorities for L&D leaders, how enParadigm supports growing businesses in their L&D transformation journeys, designing future-ready learning strategies and more. 

As organisations redesign their L&D frameworks to become ready for disruption, what are the top three things that L&D leaders or HR professionals must prioritise to lead in the future of work?

The first priority is for organisations to focus on employee experience. With the Future of Work becoming a reality, many newer working models have emerged, and the work culture has transformed beyond recognition. In these disruptive times, you need to ensure that your employees adapt well to these changes and that they have the necessary skills to bridge the competency gaps. It's about ensuring that employees feel valued, appreciated, and empowered at every stage in their careers with your organisation.

Next comes creating a culture of continuous learning and upskilling for their employees. With the current market disruption, most employees might face role-fitment issues and competency gaps at every level. To bridge these gaps, organisations must create an engaging and accessible experiential learning model and make it part of their DNA.

Finally, companies need to focus on longer employee retention as they move into this new way of working. Employees with access to consistent coaching and development opportunities are more likely to stay in your organisation for longer. You also need to give employees a wide range of upward mobility options, which can only be possible if they have the right competencies. So, to sum up, organisations need to provide experiential learning opportunities to their employees to make them future-ready.  

When faced with the rapidly evolving skill demand, how does enParadigm support fast-growing companies in building up their competencies and strengthening their ‘Talent Intelligence?’

With the Future of Work becoming a reality, most organisations face a massive role-fitment issue, especially when it comes to having a future-ready workforce with sales and other role-specific competencies. 

To tackle this, Enparadigm has developed the Catalyx platform with the world's largest competency library across the functions of any organisation. In addition, our platform features 120+ digital simulations in key productivity areas. With Catalyx, you can map ideal competencies for each role, analyse gaps, create hyper-personalized learning journeys, and more.

Learning strategies also need to keep pace with learner demands and engagement. Following up on that, what are those big shifts you have witnessed in the way learners today? What are those solutions offered by enParadigm to support this L&D transformation?

Post-pandemic, learners’ demands have evolved rapidly. As roles and competencies change, so are the ways your employees want to upskill. It’s no longer restricted to routine L&D training or some seminar. Learners today want to go beyond that and upskill continuously. But with newer working models, organisations need to rearchitect their learning strategies. 

That’s where enParadigm comes into the picture. Our simulation-based learning models are designed to enable employees to learn when, where, and how they want. We have focused on creating engaging, on-demand and media-rich content that supports an application-oriented learning approach. Also, our training models consider your organisation’s goals and values and design learning journeys that align with them. 

We’ve got the right resources, the content, and the expertise to ensure your employees acquire the essential competencies & skills and remember what they've learned long after the course is over. So, we've got you covered whether you want them trained on-site or remotely. 

From learner engagement, when we shift to learner transfer and impact, how can businesses ensure that the skills get applied and are relevant to the changing workplace? How can they tackle the behavioural aspect of L&D with enParadigm?

As discussed earlier, the skills and competencies required to thrive in these disruptive times constantly change. In response to this, organisations must ensure that their employees acquire the relevant skills they can apply to their roles.  

The first step is for organisations to be mindful of the changes happening in their workplace and equip their employees to adapt quickly. In this process, enParadigm’s simulation-based learning model will help map the competency gaps and enhance the behavioural aspect of L&D by enabling active learning, analytical thinking, complex problem solving, better communication ability, cognitive flexibility, digital literacy, emotional intelligence, and leadership. 

Finally, what would be your advice to our community on embracing future-ready learning strategies? 

Adapting to any change takes time and patience. So, while driving these organisation-wide changes, having empathy, understanding, and social and cultural awareness is essential. Organisations must encourage newer initiatives, adaptability, curiosity, and resilience in their employees. They can leverage various emerging technologies and experiment with newer methods and tools to develop future-ready skills. 

But the emphasis should be on having a learner-centred, application-based learning process in place. You can make learning more immersive and engaging through gamification. Moreover, the learners’ preferences and pace must also be considered while designing learning strategies. The final component is establishing a comprehensive system for measuring learners' performance. You can implement all these aspects individually or switch to enParadigm and get everything in one place. 

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Topics: Learning & Development, Learning Technology, #PMLnDIN

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