The influence of e-Learning in leadership development
So you said that this informal/formal way of addressing will change with generations. We can already see many changes between the generations in companies. Keyword: digital natives and digital transformation. How do see this? How does the digital transformation influence the work life in Norway already?
I think, when it comes to the Norwegian society, we are in the middle of the shift. Sometimes I am a little bit surprised when I am working in Germany for instance, and see that they are not there yet. Online we are connected, this is the way we live. But this can be very stressful for leaders, who are for instance 50+. Much more stressful than for a 20-year-old, who is growing up as a digital native and who is working seamlessly with different online platforms and systems. For a leader who did not grow up in this digital time, it could be challenging. It creates some tension between the way how his/her generation is doing things and “the new way of doing things.” All in all, I think that in Norway, we are really getting along with the digitalization on all levels of society. Public services, social security, taxes, the medical system, etc. – everything is online now. It is getting more and more digital and people are getting used to it. When they don’t, this will be a real problem. I have been putting a lot of effort, also in my interest, to use more digital tools.
This is something you probably also see as a training and development guide. Are you using a lot of e-learning during your training?
It really depends. In this case, I am kind of more a “classical trainer” who loves one-to-one-interaction: physically in the classroom but also in some group-settings. I know, that there are more and more courses available on the internet. E-learning is a component in almost every company. Many companies have e-learning platforms for many different skills, not only leadership skills. Our business world is very digital already, all of it and I think we will see more of it in the future. Besides that, I think that you cannot rely on digital solutions at 100%. For me, leadership has a lot to do with who you are and what you do. You can learn the theory, you can study the method, you can have check-lists but you cannot substitute the factor of human leadership. Leadership development is very closely connected to personal development. It is also about a leader being responsible for his or her behavior, attitude, communication and the way they come across. You can read this in theory but basically, you need to do it in practical life.
So when we are coming back to e-learning, I think that you can study the theory with the support of e-learning but the human interaction is missing. I really embrace the digital shift and I see a lot of positive things and, as I said before, I think that we have just seen the start of it. But we still need the human element. You can automate things and use things such as artificial intelligence but things can go crazy if we leave leaderships just to algorithms. As a leadership trainer, team trainer and organizational development consultant it is very important to have this human factor. This factor is based on relation, experience and knowledge – theoretical knowledge is not enough. This is perhaps also the deviation between leadership as a technique and leadership as an art. There is no 100% right answer to this. It takes a person and a character. In my experience, the most giving leadership development programs are the ones, where we go so close to the person, the leader and where we challenge them on a very personal level. This can be quite deep actually.
So would you agree that e-Learning is more an add-on and can be used for theory or as a follow-up?
Yes, it can be a real add-on. Also in my consultancy, I have an online platform, where we communicate, share things and thoughts, where I can show videos and so on. But this is something in addition to the personal contact and the group exercises.
How do you think that this will be in the future?
I think it will definitely change and we will probably see much more of the digital tools and the digital way of making learning opportunities like virtual reality. Of course, this is something positive. But I also think that we can lose ourselves in being human beings when we just rely on the digital things. Leadership is very practical and it happens in real life and in real life situations, where you cannot control what is happening between people. So there will definitely be surprises and it takes a character to be able to do that.
So all in all: What do you think will be the biggest changes and challenges for organizations, for leadership but also for the training and development industry in general?
We are living in a dynamic world, in which the demands of the employees will be different in the future. The younger generation won’t be willing to work every day from 9 to 5. This generation wants to be more flexible. Therefore we have to find much more flexible solutions and this flexibility leads to complexity as well. For leaders, it will be more difficult to control the work of their employees and to keep an overview. If you are giving the people more freedom, you are losing some control you traditionally had as a leader. This had been a very huge change and I think we have only seen the start of it. This is one example of what will change in the next years. So it is important to create a company culture, where flexibility is a big part of it. But it is important as well, to be able to be one unit, one company, one organization. Many leaders have already lost and will probably lose some of their formal power and structural power, so what will there be left? Leadership will be more about the relationships, the communication, the flow of things and much more. Leaders have to make up a new mindset and that requires much more agility and the ability to drive in a world that starts to work quite differently than it was in the past.