How contextualised content reshapes professional learning

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At KPMG we believe achieving transformative learning that powers business results requires focus in three key areas: 

The goal of organisational learning is to expand knowledge, develop skill mastery and embed new mindsets i.e. to build capability in a workforce; but successful execution requires a nuanced approach to learning design. From our observations, when learning is not relatable and lacks specificity to help individuals tackle new obstacles in their jobs, it fails to deliver business outcomes. At KPMG we believe contextualising learning is critical to reshaping workforce capability.

The drive to make learning stick requires striking the right balance between neuroscience principles and the art of learning design. When context is created and established for learning, the principles of neuroscience observes that embedding information into long-term memory becomes easier. At the same time, the art of learning design allows for key messages to be moulded into nuanced stories, models and social interactions to create a golden thread of engagement.

When these two vital principles are combined, harnessing the power of contextualised learning, as a result, creates a powerful platform for workplace learning. In addition, employees are more likely to retain and apply the knowledge tailored for them by tying theoretical information to an individual’s job context and relevant stories and models.

L&D functions are often viewed as cost centres instead of as an investment in the future workforce. Coupled with budget cuts during challenging times, the lack of funding has pushed the market towards non-contextualised aggregated content, typically delivered via a Learning Experience Platform (LXP). In our experience, the lack of contextualisation has limited impact and cannot deliver the expected results L&D Leaders are looking for, making this is a serious concern.

Furthermore, the brain is excellent at removing irrelevant content, and in fact chooses not to engage with content or information when there isn't an associated context. Essentially, if the content has limited relevance, it has little chance of being committed to long-term memory. While it is possible to contexualise aggregated content, this is resource intensive. These are often neglected or cut back once content licences have been purchased.

The key to achieving impactful business outcomes through corporate learning is closely aligning learning with the overall organisational strategy. It also ensures that any required capability issues are correctly addressed. Furthermore, making learning stick at scale needs a holistic and comprehensive approach to enable contextual content that drives retention and uplifts workforce capability.

KPMG has drawn on our global experience and the science of learning to create our '5E learner engagement model' to embed new skills and maximise business impact.

Engage: Guide participants towards making emotional connections with the purpose, and answer the question, "why am I here?"

Expand: Ensure learning content is curated with a focus to helping participants broaden their knowledge.

Empower: Provide participants with the opportunities to "try out" their newly acquired knowledge and skills.

Evaluate:  Gauge feedback to embed learning and adjust mental models.

Embed: Reinforce the principle of learning in the flow of work as part of business as usual.

By applying KPMG's '5E learner engagement model', aggregated content is transformed into contextual learning that delivers greater impact. This results in guided, personal learning pathways that provide the best chance of achieving business outcomes.

Here's how:

A critical element is to develop contextual content for the organisation and learners while also allowing for self-contextualisation. This minimises the gap between the content, the employee and their work.

For consistency and the highest impact, KPMG believes the approach needs to be scaled across the organisational curriculum to achieve the greatest impact on productivity and improved learning culture. A vision for learning supported by a set of guiding design principles will help with consistent design decisions and a highly visible, easy to navigate curriculum is key to allowing learners to take control of their own learning journeys.