I have been repeating the word relevant here many times because it is the key thing that adds to the experience. Using a private 1:1 or group conversation social learning extends to these also besides dropping Learning content in the chat, it’s also possible to pin Learning to the tab, like in a Team, to make it easy to discover relevant learning directly from the chat. The key here is the simplicity: Viva Learning makes this really easy. This makes it very highly related to context, and while AI is good, people are still better on surfacing actions like these when needed. You can also share the learning in a Teams conversation to surface relevant learning to the conversation, for example.
With some personalized notes it’s very likely that receivers will react to that. When you have the learning material open you can easily recommend it to individuals or even groups of users, like everyone in a specific Team. Microsoft Viva Learning makes it easy to share training with your colleagues. When a trusted colleague of says “you really need to check this one out – it’s very good, and I think you would benefit from it” we are very likely to go through with the learning because it comes from a valued member in the community, and it’s also personalized. Social Learningīesides bringing up learning in a specific context, like a project, social learning is also an important aspect in the modern world. A project management channel can show relevant learning for project managers while electricians could have learning materials about new devices or new safety practices and developers could have customized learning materials about specific skills they need for the project. Surfacing learning in a context, like a Team channel, makes it easy to find related learning. Scaling from individual to organization-level learning and making it easy to participate in the learning via Teams – instead of using an external solution – is also accelerating business outcomes when learning is aligned with goals. Scenarios like onboarding new employees or new staff members for projects, frontline workers starting in a new worksite, or keeping employees up to date about everyone’s cyber security are all things that can be answered easily with Microsoft Viva Learning by assigning required learning, making learning available in certain contexts (project skills needed, new worksite practices and rules) or surfacing it via recommended learning. Personally, I’m very excited about what Viva Learning enables for people – just like Microsoft Teams enables modern and hybrid work – and experiencing how it resonated in customer workshops only fortified my excitement about the potential the Viva platform has. The list doesn’t end there, but it is already very clear that Microsoft Viva Learning is something every organization’s CEO, CIO, and Head of HR should be very interested in. Themes that I repeatedly hear from participants are those that are the biggest strengths of Viva Learning: ease of use, social learning (sharing learning with colleagues), assigning and recommending learning, surfacing learning from within Microsoft Teams, and especially putting the learning in context. From these experiences it is very easy to see that there is a big need to help make learning easier. I have already facilitated several Microsoft Viva Learning workshops with customers.
In other words, this simplifies the experience with a one stop shop for all learning content surfaced from various sources like LinkedIn Learning, Microsoft Learn, 3rd party content, and especially by allowing organization to create and distribute their own learning content very easily. The key method here is to focus on people and how they can discover and share learning easily. It aims to solve the learning challenge by making learning a natural part of the workday and helping to create and foster a culture of learning. Microsoft Viva Learning is just one module in the Microsoft Viva family. This is the pain point that Viva Learning exists to solve. This is combined with the fact that the majority of CEOs, according to PwC CEO Survey 2019, are concerned that the lack of essential skills in their workforce is a barrier to future growth. According to Leading in Learning, Bersin by Deloitte, employees only have 1% of their workweek to focus on learning new skills. Yet, at the same time, there is usually very little time dedicated for actual learning in organizations.
There’s always something new to learn or ways to update your knowledge new practices, new tools, updated procedures, and changes in the ways we work. The modern world is changing very rapidly, and this is especially reflected in the workplace.