9 Keys To Unlock Learning And Development Success

Simple strategies that every leader can use

I sat down recently with a long-time client to discuss the learning and development (L&D) program we run for them. It was the proverbial “meeting of the minds.” We both recognized that we needed to make some significant adjustments. Quite simply, the quality of leaders they’d either hired or promoted from within had improved and, as a result, I suggested that our leadership training program needed to take a step up to match their requirements.

Then we both laughed. “So, what’s new?” we asked each other. It’s what we’ve always done and why this client has been a client for more than 10 years.  

You’re certainly familiar with the old saying that the only thing that’s certain is change, and one of my principal guidelines is that you don’t just need to keep up with the times, you have to keep ahead of the times.

And employees report a great desire for opportunities to learn and grow. According to Microsoft research:
 

• 76% of employees and 83% of business decision-makers say they’d stay at their company longer if they could benefit more from learning and development support.
• Employees consider opportunities to learn and grow as the #1 driver of great work culture.
• Roughly 8 in 10 employees say they need additional skills to do their day-to-day work.

The key to keeping ahead of the pack? Agility and competitiveness in the domain of L&D. Here are nine key factors to take into account.

1. Embrace Continuous Learning

Development of skills is a never-ending process in all aspects of life, especially at work. Organizations must integrate learning and development into the daily work routines, supporting employees in their quest for knowledge, and rewarding those who take the initiative. A culture of continuous learning fosters curiosity which in turn fuels innovation.

2. Leverage Technology

The dawn of e-learning platforms, virtual reality (VR) training sessions, and AI-driven learning tools have transformed how knowledge is delivered and consumed. Organizations must leverage these tools to offer tailored learning experiences. For example, adaptive learning platforms can customize content based on the learner’s strengths, weaknesses, and pace. This personalized approach ensures higher engagement and better retention.

3. Collaborative Learning

Learning shouldn’t happen in silos. With the rise of social media platforms and collaborative tools, knowledge sharing has become easier and more widespread. By fostering an environment where employees can share insights, discuss challenges, and brainstorm solutions, organizations can tap into collective intelligence. Platforms like Slack, Teams, or Yammer can serve as virtual water coolers, promoting discussions that lead to innovation.

4. Coaching Pays Dividends

A vital consideration for ‘up and coming’ leaders is to provide expert one-on-one coaching. It delivers more involved and committed leaders and bottomline results. A Human Capital Institute study found that 62% of employees of organizations with a strong coaching culture rated themselves as “highly engaged”, and 51% with a strong coaching culture reported above-average revenue growth compared to peer groups.

5. Collaborate with External Experts

Don’t hesitate to involve outside consultants who can bring objective and fresh perspectives to your learning and development strategies introducing novel methods you might not have considered.

6. Encourage Cross-functional Learning

Breaking down silos and promoting interdepartmental learning can lead to innovative solutions. When employees understand and appreciate the broader business landscape beyond their specific role they can bring diverse input to problem-solving.

7. Personalize Learning

Not every employee learns in the same way. Personalized learning experiences, driven by AI and data analytics, can cater to the unique needs of each earner. Such tailored experiences can boost engagement and retention, ensuring that skills are not only learned but also applied.

8. Soft Skills

Don’t forget soft skills. While hard skills, like coding or data analysis, are essential, soft skills, such as communication, critical thinking, and collaboration are equally vital. In an era dominated by automation and AI, these human-centric skills will differentiate an employee from a machine. By investing in soft skills training, organizations equip their employees to navigate the complexities of the modern workplace.

9. Staying Agile

Agility is not just a buzzword; it’s a necessity. This means constantly scanning the environment for emerging trends, being willing to pivot when required, and being open to experimentation. An agile L&D strategy acknowledges that failures are stepping stones to success and that learning is an iterative process.

Final Thoughts

As the landscape of learning and development continually evolves, staying competitive and agile is vital. By weaving learning into the organizational fabric, leveraging technology, and fostering a forward-thinking mindset, organizations can not only weather the storms of change but also thrive in them. The future belongs to those who learn, unlearn, and relearn. 

Jason Richmond is CEO and Chief Culture Officer at Ideal Outcomes, Inc.