We hear a lot of new trends in L&D – is it still possible to learn more about learning?
Perhaps it’s time to shift our perspective away from viewing these developments as mere “trends,” which imply temporary phases. Instead, we should recognise that strategies, new and existing, aimed at enhancing learning, reclaiming our time, and improving L&D will only serve to benefit our employees and our organisations
It’s important to understand that Learning and Development (L&D) is a dynamic field that constantly evolves to meet the changing needs of both organisations and employees. Within this article, we’ve identified four key initiatives that are gaining recognition this year.
Essential L&D strategies that you need to be aware of in 2024:
- AI-Powered Interactivity
- Experiential Learning
- Upskilling and Reskilling the Workforce
- Learning Experience Transformation
1. AI-Powered Interactivity
Unsurprisingly, AI ranks #1 with the biggest L&D strategies. AI is transforming the way we engage with e-learning content, offering a new level of interactivity and personalisation.
What is AI interactivity?
Generative AI is making e-learning more responsive by providing instant answers and tailored guidance. It can simulate role-play scenarios, score open-text responses, and even generate practice questions for better learning outcomes. This instant access to information, with minimal input, is revolutionising the way our employees can access information – a completely new approach to continuous learning.
The benefits of AI interactivity
AI-powered interactions create a self-paced, engaging learning experience that adapts to individual needs, making learning more effective and enjoyable. Reducing the workload of mundane tasks for employees who are commonly time-poor can significantly improve the productivity and well-being of individuals, as they can commit more time to enjoyable tasks, resulting in higher engagement.
The negatives of AI interactivity
It’s important to note that, while we now have an instantaneous knowledge source, evidence shows that individuals are absorbing biassed information from AI. Studies show that the bias impacts marginalised groups in particular, such as in speech and facial recognition, and even in misdiagnosis in medical AI uses cases.
It is crucial that we carefully manage the use of AI to ensure it does not undermine our efforts in promoting Diversity, Equity, and Inclusion in the workplace.
2. Experiential Learning
Experiential learning is gaining prominence in L&D as organisations recognise its effectiveness in harnessing real-world skills.
What is experiential learning?
This approach involves active participation in practical scenarios, promoting critical thinking and problem-solving skills. Collaborative projects, internships, graduate schemes and simulations are examples of experiential learning.
Why is experiential learning Important?
To be clear, experiential learning is not a new initiative. Rather, professionals are recognising that individuals who have accessed real-life scenarios / exposure to corporate environments have a significantly higher hiring rate and longevity in their role. Experiential learning helps individuals discover in-demand skills and builds agility and innovation within organisations, making them better equipped to adapt to changing markets and technology.
Giving individuals the opportunity to try roles without fear or embarrassment, the chance to train, discuss and reflect, could be the best way to prepare candidates for new roles, promotions or even organisational transitions.
3. Upskilling and Reskilling
Upskilling and reskilling have become essential L&D strategies for employee growth and organisational innovation. As we’ve mentioned, upskilling and reskilling your workforce is essential for closing skills gaps, creating a continuous exchange for knowledge sharing that improves productivity and significantly contributes to reaching organisational growth targets.
Upskilling is a vital L&D strategy for employee growth and innovation. It involves continuous learning and development to address current skill gaps and anticipate future industry trends. Upskilling encompasses both technical and soft skill development, fostering agility, collaboration, and innovation. Leaders recognize that upskilling is an investment, not an expense, with substantial returns in terms of agility, adaptability, and competitiveness. Cultivating a culture of continuous improvement involves promoting learning from experiences and sharing knowledge among colleagues.
These trends represent the evolving landscape of Learning and Development, offering opportunities for organisations and individuals to thrive in an ever-changing world. Stay informed and embrace these trends to drive growth and success in your L&D initiatives.
How can businesses upskill their workforce?
Upskilling your workforce demonstrates a long-term commitment to their time, which will benefit the stability and productivity of the organisation. This involves identifying skill gaps and creating a training plan tailored to employees’ needs.
Three ways to upskill your workforce:
- Encourage employees to participate actively in upskilling efforts by recognising and rewarding their commitment.
- Measure the impact of upskilling on productivity and quality to ensure it aligns with the organisation’s goals.
- Implement initiatives such as peer learning or mentoring to enhance the upskilling process and create a collaborative learning environment.
4. Learning Experience Transformation
AI-driven technologies are reshaping the learning experience by personalising content, focusing on soft skills, and transforming Learning Experience Platforms (LXPs).
Benefits of learning experience transformation
It involves personalised learning experiences, bespoke content, and a renewed emphasis on soft skills development. LXPs are evolving with advanced technology and content curation. This includes a key emphasis on self-awareness, empathy and communication. This rise in soft skills development in learning is harnessing AI-powered tools for skill assessment or to increase human connections.
Embrace Tools for Learning Personalisation
These L&D strategies highlight the importance of offering flexible self-development and learning opportunities for both organisations and individuals. We can’t expect our workforce to thrive if we don’t offer unique and adaptable ways for them to learn and gain experience.
At Guider, we embrace the significance of personalisation; skill development (the when and the what) should be determined by the individual. However, we also acknowledge that organisations have overarching goals or skill gaps to close that can be challenging to translate into a personalised learning strategy.
Our award-winning mentoring programme offers a customisable platform that centralises learning through mentoring, coaching and sponsorship. This provides a unique experience for users, with tailored programmes built to meet wider organisationa objectives.
Want to learn more? Speak to a mentoring expert today!