Skillsoft Blog

7 New Capabilities for L&D

By Janet Clarey

7 New Capabilities for L&D

The startling reach of technology today has offered employees a world of information that is never more than a click away. No longer do employees have access to only the learning that L&D chooses to present; nor is learning limited to classrooms or online courses approved and provided by the organization.

In fact, today’s self-sufficient learners may already know more than facilitators or managers do about a given subject, and agile L&D functions strive to support continuous learning at the point of need.

There are a number of forces at work driving this:

  • Work and learning are more intertwined than ever before.
  • Leaders often lack confidence in the capabilities of their L&D departments.
  • The availability of learning content (and how L&D makes that content useful for learners) is changing rapidly.
  • There is an increased focus on designing a holistic learning experience.
  • Disruptive learning technologies are prompting L& D to re-examine the technologies workers use to access learning.
  • The need for consistent messaging and communication has never been greater.
  • Workforce expectations are changing.

What is L&D to do?

Our conversations with learning leaders reveal the need for a set of emerging capabilities. Below are several new capabilities I will be presenting and discussing at the 2017 Skillsoft Perspectives Conference taking place, April 11 – 13, 2017 at the Bellagio, Las Vegas, NV.

  1. Employee Experience Design
  2. Learning Environment Design
  3. Digital / Social Learning Literacy
  4. Contextualizing / Curating Content
  5. Business Consulting
  6. Messaging & Communication
  7. Measurement & Data Analysis

L&D should adopt a new approach in order to effectively support learning wherever it happens and drive the behaviors that have an impact on the business. Rather than providing a place to go for training (whether that may be a classroom or an online course), L&D should focus more on curation and context, and building an always-on infrastructure to facilitate learning in ways that fit into the work itself. To drive this approach, L&D should develop new capabilities that reflect the changes in how people develop in a fast-paced, technology-driven work environment.

I hope to see you in Las Vegas!

Janet Clarey is a research manager, learning and development at Bersin by Deloitte

As used in this document, “Deloitte” means Deloitte Consulting LLP, a subsidiary of Deloitte LLP. Please see www.deloitte.com/us/about for a detailed description of our legal structure. Certain services may not be available to attest clients under the rules and regulations of public accounting.

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