Welcome to the Near Future of Learning

Learning, Disrupted

Organizations today know that if skills are not constantly upgraded and leaders developed, their business plans will not be executed on, yet the obvious skills gap (56 percent) tells us there’s a serious problem that corporate learning approaches and tools are not addressing — and that there’s a strong business case for change.

“Fifty-six percent of current workforce skill sets do not match the changes in their company’s strategy, goals, markets, or business models.”

— ATD, Bridging the Skills Gap, 2015

So what’s going wrong? And how can leaders start bridging the gap?

  1. Fast and furious: Innovation and the pace of change

    The world is more turbulent than ever — change is fast and increasingly unpredictable, making it a challenge for individuals and organizations to keep pace with the skills required to solve today’s problems. It’s no longer enough to simply be competent on the job. Everyone needs to keep on learning — indefinitely.

  2. L&D can’t keep up, but it can adapt

    The rate of innovation and pace of change mean L&D can’t keep up with organizational and worker needs. L&D can adapt to this new state by managing training as well as empowering and channeling self-directed and peer-to-peer learning. Talent development professionals will need to meet new demands to curate, personalize, and enable social and coaching as these become more and more critical.

  3. Streamline the disconnected learning experience

    With so much content inside and outside the organization, self-directed learning in the workplace is getting more and more fragmented. Smart CLOs connect learning experiences and get more holistic insights through the integration of solutions and data.

The key is to connect multiple systems and platforms for development, delivery, and measurement of learning, all aligned with corporate vision, goals, and strategy.