New year, new trends for L&D professionals? Not necessarily. Many of the lessons learned – and areas of focus of the past few years – deserve to be built on this year. L&D leaders who aim to further develop a high performance learning culture will continue to pull on some key levers that have proven to deliver positive impact, while adding new ones as needed.
Areas that deserve continued focus in order to achieve learning transformation are:
- Ensuring access to learning
- Enabling learner centric methods
- Leveraging new technologies
- Increasing use of performance data analytics
1. Supporting Learner Centric Experiences
By now, we know that a learner centric approach to workforce training puts the learners at the center of the design, and motivates them to engage with training content in a manner that increases retention and delivers successful outcomes for the organization.
In most organizations today, there is a push and pull component to learning which must co-exist because it represents a hard reality. An example of “pushed” learning is enterprise-wide compliance training or generic instructor-led learning, which, for the most part, offers a “one-size-fits-all” approach to training. A learner centric approach features more “pull” activity on the part of the learner. Instead of waiting for content to be delivered to them, learners are engaged in creating their own learning paths. This results in a more individualized learner journey that is supported by user-friendly, digital tools.
The Towards Maturity’s 2019 report “The Transformation Journey” found, after surveying over 750 L&D leaders around the globe, that the right learner-centric strategies can help to further develop a high performing learning culture. Analyzing data of L&D organization over an 11-year period, Towards Maturity studied the “transformation curve” of businesses, asking: What does it take to establish a high-performing learning culture in a complex business world? 1
2. Delivering Learning Access
In today’s working environments, learners expect more. More, and easy, access to information and learning content is at the top of the list. With information widely and readily available through numerous online sources – learner expectation of that same on-demand experience within the workplace is constant.2
Employees want more self-directed, learning opportunities that are accessible in the flow of work. This will not change in 2020. Pressure will continue on L&D professionals to create online and mobile learning experiences where employees can easily access relevant learning content – and learn as they go.
However, LinkedIn’s 2019 Workplace Learning Report states that “even if employees want to direct their learning journey, they may not know where to start.” 3 So, L&D leaders need to be the catalyst for self-directed learning by pointing employees in the right direction – to learning assets that build the skills they need most.
3. Learning Technology & Tools
Learning technologies for business learning and development is constantly evolving, as are the challenges in educating a workforce. That means today’s organizations must have a technology plan that addresses current requirements while also anticipating future needs.
Modern technology supports both the organization and the learner in addition to transforming the learning function. Technologies such as learner experience platforms allow learners to select the most appropriate way to receive training for the required knowledge or skill. These systems push role-aligned content to the learner while giving them access to the most appropriate content for their needs, delivered in the most effective modality.
4. Performance Data Analytics
As with many other functions within an organization, the right data and analytics have become critical for understanding the challenges of workforce performance, and forming learning strategies to address them. The quality and comprehensiveness of data about workforce performance continue to be a problem that urgently must be addressed. According to a PwC report, CEOs are desperate for data on the views and needs of their people, with 86% agreeing that qualitative data is critical for decision-making, but only 29% say the data they currently receive is adequate. And, 41% of organizations globally rated data-driven decisions, using insights from advanced analytics in workforce decision making, as the most critical capability required for their future success. 4
L&D organizations committed to a high performance learning culture need to access good data that goes beyond what is in the LMS. Data that provides insight into business challenges are critical to developing learning strategies that meet business goals.
Reach out to RPS
Get in touch with our team of learning experts to identify and deliver effective upskilling initiatives. How would you tackle upskilling in your organization? Do you have lessons learned that you’d like to share? Start a conversation in the comments below or connect with us at @RaytheonRPS using hashtags #upskilling, #learning, #training.
1 Towards Maturity. (February 2019). The Transformation Journey – Today’s learning strategy for tomorrow’s business success report. (Page 5). Retrieved from https://towardsmaturity.org/2019/02/14/the-transformation-journey-2019-annual-research-report
2 ATD. (16 July, 2019). Leveraging Personalized Training to Increase Member Engagement. Retrieved from https://www.td.org/insights/leveraging-personalized-learning-to-increase-member-engagement
3 LinkedIn. (2019). Workplace Learning Report. Retrieved from https://learning.linkedin.com/resoucom/resources/workplace-learning-report
4 PwC. (2019). Talent Trends 2019, Upskilling for a Digital World. Retrieved from https://www.pwc.com/gx/en/ceo-survey/2019/Theme-assets/reports/talent-trends-report.pdf