Digital learning solutions

A virtual, self-led Impact solution isn’t about rolling out the same content over and over to more and more people. It’s not just taking what we do in person and turning it into a leadership skills online course. And it’s definitely not an off-the-shelf online leadership programme made up of vast content libraries and multiple-choice quizzes.

Impact’s virtual learning solutions deliver what all Impact solutions do - personal and organisational change through powerful experiential learning. But we utilise technology to make this happen, combining a purposeful blend of real-world business projects, AI coaching, peer learning, powerful reflection, innovation challenges and more.

Our virtual experiential learning solutions allow us to bring learning fully into the flow of work, inspiring action and a continuous learning mindset in participants, allowing them to find learning opportunities every day. Rather than lots of screen time, these solutions leverage the power of social learning and community, with tasks that bring different people together and forge accountability and collaboration.

With the ability to flex to different languages, cultures, time zones and more, our virtual learning solutions enable us to create inclusive and accessible learning journeys at scale.

These four principles guide our use of technology in learning:

Learning is the work

As the pace at which we need to learn increases, technology enables us to support learners to use new knowledge directly and immediately, which means breaking down the boundary between learning about the work and doing the work.   

Let the learning lead

Putting the learner at the heart of organisational system design is key to ensuring it meets the learning need. The technology isn’t the main event; it’s an enabler of what matters: real learning and real change. 

Context not content

We've found a lot of clients have built vast content libraries to discover they are not being used, or if they are, that the learning is not being applied. For online leadership and management courses to be effective they should be context driven, real, immediate, current, and relevant. Leadership courses online need to be less about access to knowledge and more about learning transfer – the ability to apply learning to context.

Process not platform 

Digital learning technologies have not changed how people learn; they have simply given us new and emerging tools to support our approach to experiential learning. To improve engagement and effectiveness, the role of high-quality learning design should always come first, before we seek relevant platforms to deliver the learning. 

Our virtual learning solutions harness a variety of innovative technologies – ours, yours, and the as yet unknown. Experimentation and innovation are key for us, and we are always seeking to develop new tools based on what we learn from our clients. From our in-house learning app, Air, to supportive AI coaches; from our Inscape Rooms to learning that’s seamlessly integrated into your platforms, we are passionate about technology that’s responsible, high quality, and engaging.