This is the fourth in a series of blogs inspired by David Hayden, at the CIPD NAP(Northern Area Partnerships) conference June 2016, in a short workshop. The title of his workshop was “Is L&D prepared for the Future of Learning?” and the basis of the discussion was around key statistics uncovered in the “Towards Maturity” report of April 2016 “Preparing for the Future of Learning”. 

TM blogs #4Looking through report – “Preparing for The Future of Learning: A Changing Perspective for L&D Leaders” – it is great to see so much emphasis on L&D being business focussed. This is not a critique of the report, you should read it for yourself and draw your own conclusions. The report makes some excellent points.

There are especially some really great points to in the “40 ways to build the skills of L&D” section of the report but, in my humble opinion, these cannot be done in isolation and require some sort of route map.

The report mentions in a few places about the “appropriate use of technology”, something I discussed in the last blog, “Are L&D thinking digitally?” . Also I mentioned in the past about the difference between efficiency and effectiveness...

More about the report….

double decker red bus clipartThe report compares the best practice performers (top deck) versus everyone else and judging by the statistics, that lower deck is pretty full! On this bus, do we assume that the that the driver is the business leader, or has the route been set by the business leadership. Are L&D actually helping to drive the bus, or somewhere at the back, hanging on for dear life?

Going beyond the analogy (before I stretch it too thin!) here are a few of the things I would think will help L&D become more ready for change:

  • Move beyond the course and get closer to the business
  • Expand the toolkit to include digital, but to be used appropriately
  • Take on a consultancy approach
  • Create learning communities by collaboration and the correct online tools
  • Make learning part of everyones remit
  • Get stakeholders on board and soak their language
  • Infiltrate the organisation and be a part of key change initiatives
  • Keep ahead of the game and know how your learners learn

….not much then! I love the fact that we are now (in L&D) starting to have these conversations about getting more business savvy, looking beyond just training and making a difference. Exciting times ahead, don’t you agree?

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