Rearview Mirror

By David Wentworth, Principal Learning Analyst, Brandon Hall Group

We perceive time subjectively. This year simultaneously crept along at a snail’s pace and flew by. Things that happened in January feel like last week but events from a month ago seem like ancient history. This annual paradox makes me want to look back to try to make sense of it so I can get a feeling for what the new year might bring.

The learning-technology market saw a lot of activity in 2018. Acquisitions of all shapes and sizes happened throughout the year. Some were obvious and expected, others came out of nowhere. Some wrapped up quickly, others are still unfolding. (I purposely avoid mentioning mergers because I don’t think they exist. Write what you want in the press release but someone was acquired.)

SAP picked up Callidus Cloud, which gave them Litmos. Saba picked up Lumesse before the dust settled on their Halogen acquisition from the previous year. LTG expanded their portfolio with NetDimensions, PeopleFluent and Watershed.

This activity can stoke uncertainty but each move was executed with a keen eye on where the market is heading. Organizations seek well-integrated and flexible solutions to solve multiple human capital challenges with little or no disruption for administrators and, more importantly, end users.

If there was a consistent theme in 2018, it was the year of the user experience. The candidate, the learner experience, employee experience … organizations and providers alike spent the last 12 months truly diving into what it means to be an employee who uses these systems. For learning, that meant an evolution from learner-centric to something even more relevant and personalized.

The Smartphone/Google/Netflix universe we live in has finally seeped into the world of enterprise learning. It has taken a long time to get here because companies had much invested in legacy technologies and content. But the learning experience is being “consumerized,” providing curated, relevant material available how and when people want it. Learning is slowly moving from event-based to continuous, and this past year has seen the most significant progress.

Newer technologies are moving from curious novelties to genuine problem solvers. I’ve been watching the fits and starts of virtual reality for three decades. This year, I witnessed it in real-world applications for everything from high-rise construction to in-store safety. We’ve gone from endless possibilities to practical realities.

The democratization of learning also took a huge shift in 2018. It is easier than ever for people to create and share content without the need for a degree in instructional systems design. Some of the most effective content today is shot and shared on iPhones. Technology allows organizations to tap into the vast amounts of knowledge — both institutional and otherwise —within their workforces. Whether it is giving a subject-matter expert a drag-and-drop tool to create programs or simply providing a forum for people to ask experts questions, knowledge never flowed freer.

We’ve also spent a lot of 2018 fretting about whether artificial intelligence will either take all our jobs (at best) or fuel the robot uprising (at worst). I can safely say that for the foreseeable future, neither of those things will occur. What is happening, however, is that data and algorithms are making our software smarter. This will only increase over time. And while actual robots may not take over the world, there will be more robotic automation taking over processes (which sounds like a way less interesting movie). The more data we collect and the more patterns we uncover, the more we will become comfortable with machines (software, not robots) assuming increasingly complex tasks. Today, we see AI outputs like relevant recommendations for learning content. Soon, we may see artificially created content.

As the calendar turns, I don’t expect the pace to slow down. The digital transformation is underway for organizations and learning. The key is to not let it become overwhelming. Decide what’s important to you and your organization and focus on that. But if you sit back and wait for it to blow over, you will spend 2020 wondering what happened to you and your company.

David Wentworth, Principal Learning Analyst, Brandon Hall Group

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Mike Cooke

Chief Executive Officer of Brandon Hall Group Mike Cooke Prior to joining Brandon Hall Group, Mike Cooke was the Chief Executive Officer and co-founder of AC Growth. Mike held leadership and executive positions for the majority of his career, at which he was responsible for steering sales and marketing teams to drive results and profitability. His background includes more than 15 years of experience in sales, marketing, management, and operations in the research, consulting, software and technology industries. Mike has extensive experience in sales, marketing and management having worked for several early high-growth emerging businesses and has implemented technology systems to support various critical sales, finance, marketing and client service functions. He is especially skilled in organizing the sales and service strategy to fully support a company’s growth strategy. The concept of growth was an absolute to Mike and a motivator in starting AC Growth, in order to help organizations achieve research driven results. Most recently, Mike was the VP and General Manager of Field Operations at Bersin & Associates, a global analyst and consulting services firm focused on all areas of enterprise learning, talent management and talent acquisition. Tasked with leading the company’s global expansion, Mike led all sales operations worldwide. During Mike’s tenure, the company has grown into a multi-national firm, conducting business in over 45 countries with over 4,500 multi-national organizations. Mike started his career at MicroVideo Learning Systems in 1992, eventually holding a senior management position and leading all corporate sales before founding Dynamic Minds. Mike was CEO and Co-Founder of Dynamic Minds, a custom developer of software programs, working with clients like Goldman Sachs, Prentice Hall, McGraw Hill and Merrill Lynch. Also, Mike worked for Oddcast, a leading provider of customer experience and marketing solutions, where he held a senior management position leading the company into new markets across various industries. Mike also serves on the Advisory Board for Carbon Solutions America, an independent sustainability consulting and carbon management firm that specializes in the design and implementation of greenhouse reduction and sustainability plans as well as managing the generation of carbon and renewal energy and energy efficiency credits. Mike attended University of Phoenix, studying Business Administration and Finance. He has also completed executive training at the Chicago Graduate School of Business in Chicago, IL.