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A New Normal in Learning


A New Normal in Learning

Marcia Nuffer takes a look at the increase in online learning and why it should be a key component of the new normal.

Online learning can be, and should be, as addictive as the other technologies we use.

We are addicted to technology.  Multiple studies say we check our phones between 50 and 80 times a day. Millennials up to 150 times.  Sure, 90% of that is probably checking the time, using social media, and taking selfies.  But a good part of that time is also used to look something up that we want to know.  Add in the time when we’re doing the same on our computers and, in many ways, you can say we already learn online all day.  

But in the workplace, when it comes to what we typically call online learning – the courses, modules, webinars, videos, and of course Zoom sessions available to us to do our jobs better, we turn to it much less frequently.  

What is keeping us from being hooked on online learning?

Well, of course, there are lots of reasons.  We are busy and it’s hard to break from work to “do learning.”  The right content is hard to find.  When we do find it, it is often not specific enough for our particular need.  We are not confident that the time investment will be worth it.  In fact, in research that a colleague and I conducted at a professional services firm, we found that employees primarily use two criteria to decide where to go for help:  Is it fast? Is it the best expertise?  

And they do not have confidence that online learning will deliver on either of these.

Whether people like it or not, online learning is an ever-increasing part of our development.  

We all know the demand is increasing.  With the sudden shift to a more remote workforce, both employees and companies are feeling the need.  In a Robert Half study of 1000 employees, 70% say they want fewer in-person meetings and trainings in order to feel safe at work. Companies are seeing online learning as a vehicle for not only building capabilities, but also for fostering connection and sustaining culture in this new environment.


Key points include:

  • Business disruption
  • Technology innovation
  • Learning triggers


Read the full article, Online Learning Addiction, on