3 old habits that L&D need to leave behind in 2019

In order to successfully move forward with L&D strategies, show the value they deliver to business leaders and build credibility with learners – we need to leave some things behind. After all, we cannot be holding on to outdated, ineffective behaviours and expecting new, more impactful results. But what exactly is it that we need to leave behind in 2019?

By evaluating the deeply ingrained habits of the learning and development industry, a group of over 50 people professionals from London and Munich established what behaviours are hindering L&Ds ability to thrive – and according to our data, they are not wrong!

Here are the 3 old habits we need to let go of in order to build credibility with learners and establish a more impactful learning strategy:

1. Independence:

Independence is always traditionally seen as a great characteristic to hold, but within the internal dynamics of a business that thrives as a result of teamwork and interconnectivity, independence is not always seen as a desired attribute for a department. L&D needs to stop fighting against the waves – and work with the organisation and its goals. According to our research, those that are improving the effectiveness of formal learning are more likely to hold online evaluations of business impact to ensure learning is aligned with business targets. As such, it is evident that the most impactful learning happens within organisations that are working towards a common goal.

2. Design:

According to the people professionals within our study, L&D need to take a step back and recognise that they do not always know what is best for the learner – and that’s okay. They argue, learning content should be shaped around what the learners need, as opposed to what people professionals think they need. This supports our data, since organisations that are improving the effectiveness of their formal learning are 21% more likely to involve users in the design of the most appropriate learning approach. By involving learners in the design of their own learning solutions, organisations are 4X more likely to be able to personalise learning to individual needs, which helps to build a solid learning culture and improve the effectiveness of formal learning.

3. Control:

It is always good to have control over the learning journey of your people to some extent, but according to our people professionals on the ground, we need to give our learners freedom to breath. They need to be given responsibility for their own learning journey in order to ensure learning is not something that happens to them, but rather involves them. It is clear from our data, that those providing learners with opportunities to choose for themselves, are more likely build credibility, and ultimately increase the overall effectiveness and impact of formal learning.

Heading to the future

Clearly we have reached a point where old habits are hindering L&Ds ability to move forward, so we need to take action to change them as we start 2019. We hope this article can be used as a tool to reflect on your own strategy and as a guide to move forward and successfully improve the effectiveness of your formal training.

What habits do you think the industry needs to change? Let us know in the comments below or tweet us at @RaytheonRPS using the hashtag #FormalLearning

To find out more you can download our latest report here: Beyond Blending: Improving the impact of formal learning through technology. In the next and final blog in this Beyond Blending series, we will be taking a look at 3 capacity hacks for taking learning to scale in 2019. You don’t want to miss it!