The entrepreneurial mindset infects employees with an eye toward career advancement. These employees often target leadership positions for which they’re not qualified—yet. They don’t wait on instructions from headquarters to get up to speed on new skills. They embrace eLearning opportunities and find mentors. Rather than crumbling under the weight of accomplishing day-to-day tasks while learning skills for their new roles, they embrace the challenge of managing both. Here’s how eLearning helps organizations manage these transitions:

Teach When the Employee Learns Best

Once an employee reaches the management level, it’s out with the time card and in with taking responsibility for managing time efficiently to accomplish work tasks effectively and on deadline. eLearning allows employees to learn new skills during their peak learning periods rather than during prescribed times that work best for the organization. Win/win!

Slash Travel and Training Time and Cost

Since the dot-com bubble burst, we’ve seen drastic cuts to training and travel budgets, and employees often go without needed training. eLearning addresses the costs and proves beneficial for the employee by paving an alternate road to learning the skills necessary to fulfill new roles as they climb the ladder. The employee learns without costing the company additional money. Win/win!

Smooth Leadership Transition

On-demand learning facilitates a smooth transition by bringing newly promoted employees up to speed quickly rather than keeping them waiting for the next classroom session. Employers don’t have time to babysit, and employees who are smart enough to advance don’t want to be micromanaged. They want to hold up their end of the bargain, and distance learning facilitates both of these goals. Win/win!

With all this win/win, it’s hard to find a down side to eLearning. The real trick is finding the right employees to promote.