‘’Ancora imparo – I am still learning’’ Michelangelo
The learning landscape is evolving. Over the last ten or fifteen years, the field of learning and development in business has attracted a great deal of attention.
Most companies focus on learning as they compete to recruit and retain talent while employees are continuously trying to upskill and develop.
Rapid advances in technology have transformed our approach to learning. The traditional format of a classroom has been replaced by tools such as e-Learning, webinars, video blogs, podcasts and mobile learning, to support learning in the workplace.
So how can companies remain relevant amid technological changes? Let’s take a look at some of the latest learning approaches and trends:
Making Time for Learning
One of the biggest challenges faced by HR departments is getting employees to make time for learning.
Our work schedules are littered with meetings, emails, phone calls and a never-ending list of tasks that never seem to get done. All too often, learning tends to fall by the wayside. We are all guilty.
However, a 2019 LinkedIn report suggests that being ‘too busy’ may not be the issue, that in fact employees want to be in control of their own development and carve a learning path that will help them achieve their goals.
A Personalised Training Programme
Having a personalised training programme which is tailored to achieving your goals is absolutely crucial when it comes to fast tracking results in the gym. So why is the workplace different? One size does not fit all.
New technologies provide firms with an opportunity to work with employees to create a customised learning programme for individuals. It enables each individual employee to focus on the areas where they need to improve in order to fulfil their potential.
Mobile phones, laptops and social media are second nature to today’s millennial employee. Digital enabled content which allows them to jump in and out of information as they need it; learning at their own pace and at a time that suits – these are far more appealing than a fixed classroom timetable.
Organisations that want to improve an employee’s learning experience need to ensure mobile forms part of the solution. Online content can then be grouped into smaller components, so employees can learn where and when it suits them.
Leaders as Coaches
Learning and Development is not a neatly parcelled activity separate from the rest of the business. Empowering managers to help employees develop their skills is an essential component. There is plenty of research that shows how employees, in turn, feel empowered to drive their own careers when coached by a supportive manager.