Corporate L&D is no stranger to transformation. Learning specialists are constantly ready to change gears and navigate turbulent waters. Switching stakeholder mindset from business-oriented to learner-centric is yet another challenge, one that will have tremendously positive results once it is overcome.
Taking a break from the office doesn’t mean taking a break from skill-building. L&D professionals must understand the needs of various workers, identify the competencies needed to be successful, and design training programs that support the development of the required skills.
Digital fluency is what has been missing from a lot of digital transformation strategies. Quite often, companies have invested in technology only to overlook the need to build the right infrastructure and the culture for it. Technology needs to become part of not only a functioning but a thriving ecosystem.
There is a lot of talk about making all organizational aspects more effective, and the learning function should act as an engine of this change by self-reflection and finding the appropriate ways to do things better. Let’s explore a few ideas on winning the training game in 2021:
Leadership development is crucial to business success. Focusing only on that while ignoring leadership succession pipelines, can only lead to dissatisfied high potential employees thickening turnover rates, while senior leaders get frustrated by not being allowed to be mentors and showcase their rich experience.
We should prepare for the next decade of innovation and for the major trends that it will bring. As L&D professionals, we should also prepare others for the coming changes. After all, this is what the learning and development industry is all about: constant learning and lifelong education.
Impact mapping is a powerful tool that learning specialists can employ to get all the stakeholders involved and accountable, and create effective training programs for their organizations. So, here are some questions — and their answers — about creating very effective impact maps for the L&D initiatives in your company:
While impact mapping is in no While impact mapping is in no way revolutionizing the way organizations approach learning in relation to business outcomes, it offers a highly useful framework that establishes a clear and straightforward line of sight from training intervention to their desired end result.
Promoting a digital training program internally can be challenging. It takes a joint marketing effort from several departments to make that happen but once it catches wind, it’s all smooth sailing.
Training and development have something in common with care work: the willingness to help others in an empathetic manner. This is why the ALOHA model might be a useful instrument for educators and trainers, especially in this context, when social distancing is the norm. ALOHA to all trainers and educators out there!