This white paper shares four big shifts L&D teams need to make to turn learning into performance:
1. Integrate learning-in-the-flow-of-work and work-in-the-flow-of-learning
Learning should both be seamlessly accessible whilst employees are going about their daily tasks, and also quickly applicable in a work context once it has been delivered. Achieving both goals maximises the chances of learners retaining the information they need to successfully complete their tasks as their roles evolve.
2. Develop adaptable, autonomous learners
84% of learners desire self-directed learning7, meaning that both self-regulation and unlearning skills are now critical to successful L&D. Self-regulation is the ability to actively assume personal responsibility for one’s own learning8, whilst unlearning is the deliberate act of letting go of outdated habits, processes and behaviours9. Developing both skills in learners will be critical to learning successfully driving performance.
3. Build a culture where continuous learning is inevitable
Reskilling is critical for organisations to become future-fit. For reskilling to be as successful as it needs to be, L&D departments and teams will need to drive a culture change in learning which promotes the roles of coaching, feedback, experimentation and ownership. Achieving this will help create an environment where continuous learning, and therefore career success, is inevitable.
4. Give learners what they didn’t know they needed
Data and artificial intelligence (AI) can be leveraged to offer learners curated information relevant to the challenges they’re currently facing, by noticing patterns in their working habits (e.g., what time they are sending emails) or the upcoming events in their calendar (e.g., brainstorming or strategy planning). Relying on an increased use of data and AI does have ethical implications, meaning that L&D teams will have to bear the responsibility of ensuring learners’ safety. Nevertheless, L&D teams adopting a data-driven approach will be able to make learning increasingly tailored to each individual and their specific needs, making it a key driver for performance.
L&D has a key role to play in supporting organisations and employees through the reskilling revolution. In successfully making these four big shifts to reimagine learning, L&D teams will help organisations and employees stay agile in a world of constant flux.