There's a lot of chatter about what does the future hold for L&D. There are dozens of ideas out there and it can definitely feel overwhelming when you just hear some words but have no context around them. In this issue, some amazing peers agreed to write about some of the characteristics of the future of L&D.
As we move into a post-pandemic world, we are trying to figure out what hybrid working means for our organisations, and how to attract and retain early careers talent who have or will be joining remote and hybrid teams. Now is the time to reflect on what we’ve learnt working remotely through the pandemic. This research goal is to raise awareness about the challenges ECPs face and to recommend practical solutions to support a productive workplace for all.
Shifting how L&D teams are perceived starts with our own mindset change. It’s an opportunity for us to learn and test things that so far weren’t in our reach. Being assertive and pushing back might lead short-term to backlash from stakeholders, of course. But long-term, as our solutions improve thanks to the performance consulting approach we will become more valued and impactful.
Marketing your L&D programs will not solve all of your L&D challenges. But it can help drive awareness and engagement of your initiatives. And sometimes, half of the battle is ensuring your target learners know that your L&D program exists. Whether you build a marketing campaign in-house or outsource to a marketing consultant or agency, take the time to define who you need to engage, design how you will reach them, develop impactful copy and visuals, deploy multiple touchpoints, and measure the results.
The purpose of this festival was to inspire learning autonomy by deconstructing the learning process in a fun and immersive way. In this article, we're covering why learning autonomy is important, what the learning festival looked like, and a learning framework you might want to use in creating an environment where people take ownership of their learning process.
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