Experiential Learning Is Making a Come-Back by Addressing these Critical Business Needs

Accelerating the Need for Change

 “What we are seeing is a great acceleration of trends that existed before the crisis. For instance, online delivery’s volume increased by the same amount in eight weeks as it had over the entire previous decade” 1

This quote from Bryan Hancock and Bill Schaninger of McKinsey in their July 2020 article, also applies to newer approaches to learning such as Experiential Learning or Learning in the Flow of Work.

These approaches once coined Structured-On-The-Job (SOTJ) training or 70-20-10 are being resuscitated, as the global pandemic intensifies the need to get rid of the “muda” and focus on the most critical business needs:

  1. Reskill or Upskill Our Workforce: According to McKinsey, 87%2 of interviewed organization report that they experience skill gaps in their workforce or expect to within a few years. A May 2020 Brandon-Hall report found that 43% of the surveyed organizations3 are still determining whether employees will come back to the same jobs/roles or whether their job will change due to  current business conditions.
  2. Efficient, Engaging Learning Solutions with the Least Possible Impact on Employees’ Productivity: This has always been true, hasn’t it? But being thrown into a crisis, or near-crisis, situation has really changed the imperative – from a noble goal to top priority. In fact, for 54% of organizations3, increasing employee productivity is a priority during the transition to the “New Normal”.
  3. Collect and Analyze New Data Points from Our Learners: Back in 2016, our survey  showed that 85% of L&D leaders wanted to improve business performance, but only 19% of them used learning analytics4 to improve the learning services they offered. Not much has changed since then, but now is the time when talent and performance data are desperately needed to personalize learner experiences, optimize learning transfer and deliver measurable results.

L&D Shifting Gears in 2021: Join The Conversation!

From Effective Virtual Training to New Workforce Learning Strategies, there is no doubt that Learning is shifting to the “New Normal”.

In this new context, what do you see as the Top 3 Trends in Learning in 2021? Make your voice count and respond to this one-question survey.

Reach Out to RPS

Experiential Learning strategies, assessments and performance benchmarks of your learning strategies: how do you use these approaches to shift learning to the “New” Normal?

Contact us RPS’ learning and performance experts today and ask for our Experiential Learning case studies. You can also visit us at RPS.com to learn more.

Have you tried Experiential Learning solutions? What was your experience? Start a conversation in the comments below or connect with us on LinkedIn, or at @RaytheonRPS using hashtags, #Learning, #Training, #ExperientialLearning, and #DigitalLearning.

Footnotes

1 Bryan Hancock and Bill Schaninger (July 27, 2020) HR says talent is crucial for performance—and the pandemic proves it. McKinsey, Retrieved from https://www.mckinsey.com/business-functions/organization/our-insights/hr-says-talent-is-crucial-for-performance-and-the-pandemic-proves-it.

2 McKinsey’s Talent Survey (February 12, 2020) Beyond hiring: How companies are reskilling to address talent gaps. Retrieved from https://www.mckinsey.com/business-functions/organization/our-insights/beyond-hiring-how-companies-are-reskilling-to-address-talent-gaps#.

3 Brandon-Hall Report (May 12, 2020) Impact of COVID -19 on Human Capital Management. https://www.brandonhall.com/mm5/merchant.mvc?Session_ID=0dc9a1c9970eabfa3f5e47b8f37e5e65&Screen=CTGY&Category_Code=Reports

4 Laura Overton and Dr. Genny Dixon (April 2006) Preparing for the Future of Learning, Towards Maturity In-Focus Report. Retrieved from https://www.cipd.co.uk/Images/preparing-for-the-future-of-learning_2016-a-changing-perspective-for-l-and-d-leaders_tcm18-13846.pdf