L&D needs a shakeup to shift from a cost center to a driver of growth
From all my exchanges with all these L&D leaders, it’s clear that today’s major training challenges result from an outdated mindset about the function of L&D. Corporate training needs have fundamentally transformed, and to resolve these three training challenges, L&D must transform, too.
In our blog post 3 Factors That Are Changing Corporate Training in 2020 & How to Adapt, we explored three ways that corporate training needs have shifted:
- There are new expectations for deeper reskilling and upskilling
- The pace of (remote) work and learning has accelerated
- There has been a shift away from top-down learning structures
We’re currently in a (sometimes painful) adjustment period, where L&D teams operate with an old mentality (and limited resources) that don’t align with this new paradigm. Even the most talented instructional designers might not see the impact they once did.
As a result, you may feel out of your depth and completely ignored by the people you’re trying to help. It may be frustrating, but it’s widespread and temporary.
In a matter of years, L&D teams will offer less of a support function and more of a strategic leadership role. With a Collaborative Learning methodology, business teams can handle the nuts and bolts of learning content on their own, freeing up L&D teams to focus on enabling learning and fulfilling larger organizational needs instead.
It’s similar to the evolution from customer support to customer success. Rather than responding to problems, L&D will spend more time thinking about driving long-term engagement, growth, and success.
Want to learn more about this transformation? Check out our ebook, 4 Steps to Transform into a Learning Organization, or book a demo with one of our learning specialists.