Updated: Jun 29, 2020
Business need to reinvent Corporate Learning - quickly. L&D have the skill sets to help business 're-invent learning', they will first need to re-invent themselves, leave behind old technologies and apply their skills.
If business wants to transition safely to the other-side of the current crisis - I think it's essential to understand the new role L&D can play to help you get there in good shape, ready for the Workplace of the Future.
Apply those skills to how learning is a) delivered and then b) consumed. Your learners have already had-to-move - make sure they can learn-where-they-are working now as remote workers or working at home - Instructor Led Training is now out of the question - re-invent delivery and engagement of learning - shift it to skills based - give workers guidance and help to learn the right skills for their, and your Business Future.
Engage L&D to be the thought leaders, assist business with learning purpose and new meaning, adding new skills, coaching teams and individuals to Up-skill & Re-skill. Apply those skills to how learning is a) delivered and then b) consumed. Your learners have already had-to-move - make sure they can learn-where-they-are working now.
As a learner.....
"I just need to learn it now, I need the tools and access new learning & new skills. Tools that 'know me', my role, my current skills, my learning needs, my desired skills and skills aspirations. I need real-time access to content that helps me learn new skills to do my job now. I need the tools to deliver on the skills I need next. Above all - I want to learn."
L&D teams are at risk of hanging-on to outdated learning delivery modes and systems, working on new content that will be published later this year. The game, along with the global crisis has changed that perspective - broken it, beyond repair. Help L&D teams to help your business through this.
Learners have a new reality, that is need to consume learning now, to meet an urgent requirement to refresh re-skill or up-skill. Learn new skills, new ideas or processes. Those challenges need to be addressed immediately.
Simply put, learning targeted to personal training needs, and able to identify and alert the learner of any knowledge gaps. Alert the business to emerging or existing Skills gaps.
Learning and development (L&D) teams are expected to provide answers. The problem is that traditional approaches which largely rely on live or virtual classroom training and online courses, are missing the mark....
This needs a new platforms and tools - the rapid growth of the LXP (Learning Experience Platform) in the worlds leading businesses and business thinkers - is evidence of that need and new directions.
An LXP can power the the 'Learner-Loop' cycle below meets the demands of business and the needs of the learners.
One new skill for L&D skill is curation, great content adapted and finessed to the Individual. Curation augmented with data analytics and Machine Learning. Provisioned to team(s) with well targeted Pathways & Groups across the business, to ensure learning is precisely focused & skills needs met. Up-skilling and re-skilling are both skills needed for the job/role now, and aspirational opportunities to be chosen by the learner. In-turn leading the business towards a learning culture.
Finally it needs to be measurable and reported so the 'Learner Loop' can be clearly understood, tracked and modified as needed. Use the skills knowledge attained, the skills gaps exposed, to measure and understand what skills are needed to close the skills-gaps.
Corporate business needs to be able to design learning solutions to meet a range of specific needs. To deal with new skills and capabilities to meet the "how is this all going to look after the crisis" question.
Measuring and assessing the current skills, addressing the skills gap to future needed skills is the core drivers to achieve this outcome.
If the business has a range of existing learning content either LMS, SharePoint or a myriad of other storage types & locations. Content that could be a real contributor to the outcomes you seek, curate the content and position the learning content into the right pathways and groups directed to the learner by their selections.
Machine Learning is your friend. Peer content recommendation, follow thought leaders, follow SME's - Subject Matter Experts.
From the learner perspective you haven't overlooked them as individuals. Pushed unwanted learning at them - the business included content thoughtfully curated, and positioned into the learner chosen pathways.
What new skills or re-skilling means for your learners, is personal recognition for their skills achieved, micro-credentials awarded.
Offers each individual, on-going potential for self-improvement, career advancement, taking on-board new skills or up-skilling.
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