Learning and development trends and strategies to meet the demands of the modern workforce
Traditional learning and development strategies and models can be ineffective in bridging the gap between employers and employees, or in improving engagement and performance. The world is changing faster than ever before and we need to adapt our tools and techniques to help our people learn in the most efficient manner for them. Traditional “one size fit all” strategies will not help employees or your organisation overcome the challenges of a modern workforce.
Key strategies in modern L&D
Strengthen learning and development
One-to-many communications are often ineffective in our hyperconnected digital age. It is time for L&D teams to collaborate more closely with leaders across the organisation. To craft and curate relevant learning content for the personalised experiences employees require, facilitating more self-directed training.
Drop the traditional performance review
A more dynamic coaching approach is more suited to the constantly shifting needs of a modern business and the ambitions and curiosity of our people. Without regular open, honest conversations with direct reports we risk losing amazing talent and undermining our success. Regular conversations stimulate consistent change, innovation and engagement.
Filling talent gaps by developing and hiring from within
There is a shortage of skilled qualified candidates to fill open jobs. A rich source of talent already exists right under our noses: current employees who have the drive, passion, and potential to move into new roles. Delivering effective learning and development helps attract and retain employees who fit your growth requirements.
The top 3 learning and development trends in 2017
Micro-lessons and wearable tech
Micro-lessons are small, accessible pieces of content designed to be consumed wherever and whenever learners are able. This style of learning links seamlessly with mobile learning and wearable technology to provide a more adaptable learning experience. Devices such as Google Glasses and Apple Watches allow wearers to access their L&D content and set relevant reminders to learn at their convenience.
- Virtual reality and dynamic videos
Social learning suggests that we learn best from one another, via observation, imitation, and modelling. Chunking information into shorter length videos means that they are much more likely to be viewed and shared – increasing social learning. Videos that really bring a point to life or are humorous also increase engagement with the material and sharing. Similarly, Virtual Reality is going to change the training and development landscape across organisations. With VR we can create an experience of concepts and learners can play out various leadership scenarios.
Adaptive/blended style learning
Adaptive and blended learning requires a range of delivery methods to engage learners and works best when using approaches such as the 70-20-10 rule to guide learning.
- 70% from challenging assignments (on the job)
- 20% from developmental relationships (mentoring and coaching)
- 10% from coursework and training (classes / reading)
We have an opportunity to not only be creative with the types of content we generate, but also with the delivery methods. Adaptive learning approaches enable customised learning for individuals while also lowering the cost of content delivery.
Use these three strategies and three trends as a starting point to develop a learning & development plan that is best suited for your organisation. Remember too that feedback is an essential part of any L&D programme. It allows us to measure the outcomes and effectiveness of the training, and to take corrective measures to improve our effectiveness.
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