According to the WEF, the way we work will be redefined by 2025. This is not surprising, giving the accelerated pace of the changes we are facing in our daily lives. Let’s see what major trends are shaping up the work landscape, and how technology will help us adapt, especially if we work in the L&D industry.
The right LMS is essential in deploying the learning programs your organization needs. To make sure you get just that, it’s important to figure out all the requirements and then pass them on to the vendor in a way that cannot be interpreted.
The L&D function is in a decisive position when it comes to the implementation of AI and the way it will be impacting organizations. It’s best to put the needs and expectations of people first and ensure that the ethical principles of fairness, transparency, and accountability are properly observed.
AI will become the main way in which employees will access information and development opportunities. It’s therefore paramount to make sure from the start that these technologies will work for and be beneficial to everyone regardless of demographic, gender, or cognitive differences.
Learning technologies contribute to increased employee engagement, support effective communication, and are a central tool to a continuous learning culture — all of which have a tremendous impact on employee productivity.
Instruction for adult neurodiverse learners is a very dynamic field, and new developments happen all the time. No learning intervention can be perfect for each trainee, but it’s important to make the content as inclusive and accessible as possible so that more individuals can benefit from it.
Neurodiversity presents many opportunities for organizations but can also pose challenges for the learning specialists. Instructional designers need to do their research into the vast subject of neurodiversity, then find innovative ways to create programs that cater to a vast array of learning preferences and needs.
By making small changes in your habits and routine, you will get spectacular results in time, as these small changes or tweaks accumulate. In learning and development, marginal gains can work miracles. Let’s see some minor changes we can make if we want to become better learners!
International employees bring a lot of added value to your organization, but they need to feel that they are valued, and their contribution is wanted. That’s why you should adjust your current talent development and recognition program to be inclusive and inviting of multicultural employees.
It’s essential for learning specialists to be able to discern between genuine training needs and situations when other types of interventions are much better suited. L&D should assume a consultant role before delivering on the initial request.