Why less is more when it comes to learning content

When feedback highlighted that learners were becoming overwhelmed, GSK changed their approach. Hear how Martin Peart, GSK’s People Effectiveness Director, responded to this feedback with a learning experience platform (LXP). Find out why he believes less is more when it comes to learning content. Explore how to harness the power of AI so you can streamline your L&D offer. Discover why it’s important to make space for engaging content and why you should use data to assess your impact.

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Top tips to offer more with your learning content

Don’t have time to listen now? Here are four top tips from Martin:

  1. Less is more with learning content: Don’t overload your people with learning. Scale it back. Ask yourself: How much does this asset add to their development?
  2. Harness the power of AI to get streamlined: Focus on your people and organization’s needs. Tag the content that will meet each need. Use AI to learn which content is really needed.
  3. Make space for learner engagement: Embrace all kinds of engaging material. Even if it’s unrelated to your skills gaps, it gets people involved in learning.
  4. Use data to adapt and improve: Recognize your skills gaps and the cultural changes you need. Identify the available data points. Measure your impact on these big challenges.

1. Less is more with learning content

Learning and development assets grow with an organization. As processes change and skills gaps are identified, you develop new learning initiatives. Over the years, this content can start to stack up.

For Martin, effective learning and development isn’t about producing more content. In fact, adding more into the mix only makes it harder for people to find what they need. If you’re learning is going to be effective, you need to get streamlined.

2. Harness the power of AI to get streamlined

If people are overwhelmed, you need to scale back. But just reducing your content isn’t the answer. You need to move to managed learning pathways. Focus on your people and organization’s needs. Identify the content that will meet these needs. Then create an easy and engaging route through this content.

Content was hosted all over GSK’s internal network. Martin knew he had to rationalize their learning offer. So, he introduced a learning experience platform (LXP). While moving content over, Martin began the process of streamlining. By tagging this content against GSK’s skills taxonomy, he’ll use AI to see what’s having the biggest impact.

3. Make space for learner engagement

From day-to-day work to urgent deadlines, lots of things vying for your people’s attention. To be effective, L&D needs to grab their interest. If your people aren’t engaged, it doesn’t matter how focused you keep your learning pathways.

As well as streamlining his content, Martin leaves space for engagement. Whether that’s digital marketing or interesting learning content. Embracing all kinds of material, even if it’s unrelated to your skills gaps, gets people engaged in learning.

4. Use data to adapt and improve

Understanding your organization’s needs is the key to creating an effective managed learning pathway. But, in a dynamic business environment, where do you begin? And how do you assess your impact?

Martin started by identifying skills gaps and cultural shifts through needs analysis. His executive team provided direction on the business’ priorities. He then looked to the available data to discover the biggest challenges to these areas. It’s this data that enables him to measure the impact of his work. And, where it’s not effective, he makes changes and iterates.

A quick recap

When feedback highlighted that people were overwhelmed by the amount of learning material, GSK moved across to an LXP. Martin has four strategies to rationalize your L&D offer. Less is more when it comes to learning content. Harness the power of AI to take streamlining content to the next level. Make space for content that really engages your learners. Use data to measure your success, iterate and improve.

Want to find out more? Check out the full podcast.

About Martin

With over 15 years’ L&D experience, Martin became People Effectiveness Director at GSK in 2019. Focusing on performance and employee experience, he is head of mentoring, coaching, leadership, careers, skills and learning content strategy.

You can find out more and get connected with Martin on LinkedIn.

On Martin’s reading list

Find out which book informs Martin’s approach to L&D.

Everyday Chaos: Technology, Complexity, and How We’re Thriving in a New World of Possibility, David Weinberger

In a complex and unpredictable world, things are constantly changing. This book explores how to embrace the possibilities that disruption presents. From new digital platforms to AI, this inspires Martin in his approach to L&D.

Looking for more reading tips? Check out our book blog.

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