Many organizations’ learning and development (L&D) functions spend the bulk of their time designing and delivering formal, traditional learning interventions and programs such as virtual or in-person training classes and self-paced eLearning courses. This formal and often static approach detaches learning from the work itself and does not align with immediate business goals and priorities.
L&D ranks 5th in importance among 11 HR priorities (McLean & Company, HRSM, 2017-2021; n=4,100), yet organizational leaders are unsatisfied with the performance of their L&D function. This disconnect is endangering L&D’s role in driving organization performance.
The workplace, the workforce, and work itself is changing rapidly. L&D must refine and evolve its approach by focusing on getting the right content to the right people at the right time through the right channels.
Impact and Result
Reimagine content, learning methods, and delivery channels to help address skill gaps that arise from changing organizational goals and priorities, dynamic work environments, and evolving workforce needs to provide learning solutions that are more accessible, relevant, and seamless with work itself.