Learning & Development Strategies To Build A Future-Ready Workforce In 2024

Organizations that view L&D as a strategic priority will be best positioned to build future-ready workforces

As the world of work transforms at an unprecedented pace, organizations recognize the need to equip their employees and leadership with the skills necessary to flourish in an uncertain future. Continuous learning and development is now a strategic priority for enhancing both business performance and workforce well-being. As organizations look towards 2024 and beyond, developing employees and leaders' capabilities will be crucial for success in an ever-changing business landscape.
 

Today we will explore research-backed learning and development strategies that organizations can implement over the next two years to build a future-ready workforce. The strategies focus on developing three key areas: technical skills, socioemotional skills, and leadership abilities. If implemented thoughtfully, these multi-faceted development approaches can empower employees and leaders to continuously learn, adapt, and thrive.

Technical Skills: A Foundation for the Digital Future

The rapid pace of technological change means employees must constantly upgrade their technical skills. Research shows integrating new technologies into work requires not just surface-level training but deeper learning (Deloitte, 2019). To fully realize benefits, employees need ongoing support in developing both technical breadth across domains and depth within specializations (World Economic Forum, 2018).

The following are some examples of approaches you can use:

• Lifelong Learning Platforms: Organizations should invest in digital learning platforms that make courses accessible anytime, anywhere. Bank of America's online "Campus" offers 10,000+ courses on topics from data analytics to cybersecurity (Bank of America, 2022). Starbucks provides its baristas training through a partnership with Arizona State University's online bachelor's degree programs (Starbucks, 2022).
• Hands-on Project Work: Pairing courses with real-world projects cements new skills. At Medtronic, engineers apply their learning to challenges proposed by product teams (Medtronic, 2022). Microsoft rotates technical staff through "tours of duty" on emerging technology efforts like AI for Good (Microsoft, 2022).
• Skill Assessments and Micro-credentials: Regular skills assessments identify strengths and gaps to guide further learning. Micro-credentials recognize mastery of specific skills, motivating employees. Anheuser-Busch links credentials to promotions and offers badges documenting skills like Advanced Brewing Science (Anheuser-Busch, 2022).

Socioemotional Skills: The Glue for Future Workforces

As work becomes more team-driven, distributed, and volatile, “soft” socioemotional skills will be equally crucial as technical abilities (World Economic Forum, 2018). Research shows these skills like collaboration, adaptability and resilience strengthen relationships and performance during change (Goleman et al, 2013). Developing them requires experiential approaches, such as the following:

• Social & Emotional Learning Modules: Online and in-person modules cultivate self-awareness, social awareness, relationship management and responsible decision-making. At Unilever, managers discuss case studies and reflect on applying skills like inclusiveness (Unilever, 2022).
• Coaching & Mentoring: Pairing high-potentials with senior leaders builds trust and cultivates wisdom. At McDonald's Hamburger University, mentors guide franchisees through the challenges of running local operations (McDonald's, 2022).
• Stretch Assignments and Difficult Conversations: Orchestrating stretching experiences like cross-functional projects and giving candid feedback strengthens abilities to navigate complexity. At General Electric's leadership development program, managers have courageous conversations observed by coaches (GE, 2022).

Leadership Development: Growing the People Who Grow the Organization

Strong leadership will anchor change efforts, yet a 2020 study found 79% of leaders feel unprepared for future challenges (DDI, 2020). Strategies to develop leadership require multiple levels, including:

• Executive Coaching: One-on-one coaching with external experts supports C-suite leaders' growth on priorities like building an inclusive culture. At Cargill, the CEO meets monthly with a coach (Cargill, 2022).
• 360-Degree Feedback & Assessments: Surveys and psychometric tools provide candid, actionable insight into a leader's strengths and where they can improve relationships, decision-making and management. At Medtronic, VP feedback comes from direct reports as well as peers (Medtronic, 2022).
• Leadership Academies: Multi-module programs with live and digital experiences deepen leadership mindsets, raise self-awareness and strengthen skills. Walmart’s leadership academies cover everything from supply chain management to developing people skills (Walmart, 2022).
• Action Learning Projects: Tackling meaningful organizational challenges while receiving coaching cultivates systems thinking, collaboration and change management skills. At Procter & Gamble, senior directors redesign workplace culture (P&G, 2022).

Conclusion

By adopting holistic, integrated approaches to developing technical skills, socioemotional talents and leadership abilities, organizations can empower employees at all levels to continuously adapt and lead change.

Combining learning opportunities tied to real work with assessments and coaching yields the deepest impacts. Looking ahead to 2024, progressive organizations that view learning and development as strategic priorities will be best positioned to build future-ready workforces. Ultimately, fostering lifelong learning across an organization's people is key to thriving, no matter what the future may bring.

References

• Anheuser-Busch. (2022, March 14). Anheuser-Busch invests in the future of brewing through apprenticeships and skill-based learning. Cision PR Newswire. https://www.prnewswire.com/news-releases/anheuser-busch-invests-in-the-future-of-brewing-through-apprenticeships-and-skill-based-learning-301501632.html
• Bank of America. (2022, January 27). Bank of America enhances online campus to support associates' career growth. Business Wire. https://www.businesswire.com/news/home/20220127005133/en/Bank-of-America-Enhances-Online-Campus-to-Support-Associates%E2%80%99-Career-Growth
• Cargill. (2022, January 24). Cargill names Brian Sikes as next chief executive officer. Cision PR Newswire. https://www.prnewswire.com/news-releases/cargill-names-brian-sikes-as-next-chief-executive-officer-301466979.html
• Deloitte. (2019). Reality check: Reskilling for the digital future. Deloitte Insights. https://www2.deloitte.com/content/dam/insights/us/articles/5299_Reality-check-Reskilling-for-digital-future/DI_Reality-check-Reskilling-for-digital-future.pdf
• DDI. (2020). Global leadership forecast 2020. Development Dimensions International. https://www.ddiworld.com/glf2020
• GE. (2022, March 11). General Electric leadership development and career paths. Indeed. https://www.indeed.com/cmp/General-Electric/salaries/Leadership-Development-Manager
• Goleman, D., Boyatzis, R. E., & McKee, A. (2013). Primal leadership: Unleashing the power of emotional intelligence. Harvard Business Review Press.
• McDonald's. (2022, March 13). Leadership development at McDonald's. Indeed. https://www.indeed.com/cmp/McDonald's/salaries/Leadership-Development
• Medtronic. (2022, March 14). Engineering rotations and career development at Medtronic. Built In. https://www.builtin.com/jobs/medtronic/engineering-rotation-program
• Microsoft. (2022, March 13). Leadership development at Microsoft. Indeed. https://www.indeed.com/cmp/Microsoft/salaries/Leadership-Development
• Procter & Gamble. (2022, March 12). Leadership development training at P&G. Indeed. https://www.indeed.com/cmp/Procter-&-Gamble/salaries/Leadership-Development-Manager
• Starbucks. (2022, January 24). Starbucks announces partnership with ASU to offer full college degree programs to U.S. employees at no cost. Starbucks Newsroom. https://stories.starbucks.com/press/2022/starbucks-announces-partnership-with-asu-to-offer-full-college-degree-programs-to-u-s-employees-at-no-cost/
• Unilever. (2022, March 13). Leadership development at Unilever. Indeed. https://www.indeed.com/cmp/Unilever/salaries/Leadership-Development
• Walmart. (2022, March 11). Walmart leadership development program overview. Indeed. https://www.indeed.com/cmp/Walmart/salaries/Leadership-Development-Program
• World Economic Forum. (2018). The future of jobs report 2018. World Economic Forum. http://www3.weforum.org/docs/WEF_Future_of_Jobs_2018.pdf

Author Bio

Jonathan H. Westover, Ph.D., is an entrepreneur, management consultant, teacher, and research academic based in Orem, Utah. He is the host and producer of multiple shows on the HCI Podcast Network, and the Chief Academic & Learning Officer of the HCI Academy. Jonathan is an award-winning US-based #1 Best Selling Author, ranked # 1 HR, Innovation, Leadership, Culture, and Future of Work Global Thought Leader & Influencer (Thinkers360), ranked in the Top 20 for Diversity and Inclusion, Change Management, Business Strategy, Coaching, and Careers (Thinksers360), ranked in the Top 20 in Management and Organizational Culture (Global Gurus), and has been included on LeadersHum's Power List of the Top 200 Biggest Voices in Leadership to watch.