Think Globally for Growth
GUEST EDITOR – Norma Piggott
“Modern workplace learning means doing things differently and doing different things.” — Jane Hart, founder, Centre for Learning and Performance Technologies
If you want to positively impact the success of your organization, there has never been a better time to be in training and development. The rapid change cycle of our industry, increased expectations of staff and shifting ways of working all put training or learning and performance at the center of the capability equation. Without a business-focused training function, staff can fall short of expectations. Learning and performance is perfectly positioned to take a leadership role in solving today’s development challenges.
The future of work is changing, and staff needs to consistently acquire new skills to remain current in the workforce. Bersin, a Deloitte Consulting company, recently published statistics on the changes:
- The half-life of our skill sets are 2.5 to 5 years.
- Tenure in roles is shortening.
- 37 percent of the skills employees use today were learned in the last year, 19 percent of those skills are no longer relevant.
- 56 percent of workers’ skill sets don’t match changes in their companies’ markets, strategies, goals or business models.
- 79 percent of learning now comes from sources outside the central L&D function. It’s head spinning!
Companies are focusing on global markets to maintain growth targets while at the same time budgets are tightening. Training teams need to respond by thinking globally, finding synergies, sharing resources and introducing more effective distance learning and meeting capabilities.
As long as we are ready to think differently about how we address client needs, the old adage “you never get a problem without a solution” still stands.
Deepening our understanding of the latest in neurobiology and learning can take our programming to the next level. Understanding what learners need to experience in order to absorb content faster and more effectively can help to shorten programming. Seek to learn some new methodologies, such as microlearning, gamification, social learning and blended learning.
By trying new technology, you can meet your learners where they are. At a minimum, a mobile learning management system is a requirement, but other technologies are worth pursuing, including podcasting, augmented reality, virtual reality, chatbots, artificial intelligence and competitive quiz platforms.
Taking your training function global can create an internal capability that goes beyond your market and becomes a competitive advantage. Eliminating duplication, sharing experiences and learning with global colleagues is invaluable. Create opportunities for global trainers to collaborate; lunch and learns, monthly teleconferences, journal clubs, mentoring relationships and cultural exchanges.
When you become more knowledgeable and articulate about your company’s business challenges, you are better able to connect with your clients, and by understanding the latest in adult learning and technology you become a credible and valued internal resource. Thinking globally will enable you to identify and optimize the synergies you can create.
There is no better time to try something new. LTEN continues to work to support you and provide introductions to new ideas, technologies and global thinking. Commit to taking full advantage of your LTEN membership and if you see an area of opportunity where we can grow and develop, let us know. We’re here for you!
Norma Piggott is vice president, global learning & development CoE head for Ipsen and a member of the LTEN Board of Directors. Email Norma at norma.piggott@ipsen.com.
