Changing Mindsets? Yes, Please.

RSS
Twitter

LinkedIn

YouTube

Facebook

Email

I am optimistic about the future of L&D. Excited, even. Last year was rough for L&D as a function. L&D’s capability gap grew[1] and there seemed to be a fair amount of panic in general. But it appeared to act as a wake-up call. Based on the conversations we have been having recently with learning leaders, I have reason to hope.

What changed? Mindsets mostly. You gotta think before you act (or you should, anyway), and we’re talking to a lot of learning leaders who are thinking differently. A few months back we published a report on L&D capabilities. As a part of that report, we talked about mindsets – how L&D people ought to be thinking in order to be effective in the future. The graphic below sums up some of those shifts in mindsets:

Siloed to Networked

We are seeing more L&D organizations realize that employee development is a team sport. Instead of overseeing all of the ideation, creation, execution, and delivery of learning initiatives alone, L&D professionals are building their networks and enabling learners, line managers and executives to work together to make sure that the right employees have the right skills and knowledge to successfully execute the business strategy.

Complacent to Curious

There appears to be less complacency in L&D in general. Sure, some of this newfound curiosity may be driven by the fear of becoming obsolete, but we are heartened to see L&D departments begin to search for new ways of thinking and new ways of doing things. Insatiable curiosity drives L&D departments to stay current on the latest and greatest trends and on market and industry forces – which opens up opportunities for new and better development solutions.

Piecemeal to Holistic

L&D leaders seem to be considering more holistic solutions that involve more than just an instructor-led or e-learning course. We hear more people talking about Bersin’s Continuous Learning Model and embracing multiple learning methods to reinforce new knowledge and skills.

Rigid to Agile

L&D professionals appear to be rethinking their dedication to efficiency – training the most people to perform the task in the most economical way possible – and instead focusing on more flexible methods to create training, providing more agile, less structured catalogs of training, and introducing methods that allow employees the freedom they need to fit development activities into their job.

Conventional to Innovative

And finally, we’re seeing a move from conventional L&D to more innovation. For a practice that has changed slowly in the past 100 years, the amount of innovation happening in this space is remarkable. For example, in the first half of 2015 alone, 2.5 billion venture capital dollars were invested in edtech startups.[2] And the innovation isn’t all tied to technology. I’ve talked to leaders innovating traditional classrooms, university courses, on-the-job experiences, and coaching and mentoring.

So I’m hopeful. It feels almost as we have reached a tipping point. Enough of the L&D field are thinking differently about their work, and as a result, I think we’re going to see some pretty cool things this year. We’ll do our best to tell you about them.

Dani Johnson

Dani Johnson, Vice President, Learning & Development Research, writes about the evolving L&D function. Specifically, she focuses on the necessary changes in how L&D approaches its responsibilities and allocates its resources (people, time, and money) to have a lasting effect on both organizations and individuals.

5 thoughts on “Changing Mindsets? Yes, Please.

  1. Dani – Great stuff. Thanks!

    How do you see the divide between compliance and education?

    Learning skills and knowledge that is applicable on the job is moving to more "informal" or "social" learning as you describe.

    Compliance is still an issue, especially for regulated industries, and follows the typical online and offline structured learning approach.

  2. Dani, I really enjoyed reading this article – I think you hit the nail on the head in terms of the shifts and needs we are seeing in the industry. Indeed, the same old thing isn’t working and practitioners need to embrace innovation in their approach to invigorating the impact L&D can have on the organization.

Leave a Reply