The Chief Learning Officer Magazine group on Linkedin had a question : “What learning and development trends are you anticipating in 2013?” What started out as simple crystal ball gazing into 2013 ended with a slew of points, which I then brought down to the Top 10. Read on!
2013 will see employees born in the 1990s coming into organisations. The world has always been different for this generation. A world where the internet has always been available. Choice is central. Freedom is valued. Authority is irrelevant if it doesn’t add value! Thus 2013 and the next few years will perhaps be the inflection points where fundamental changes in the way L&D ( & organisations ) operate will commence taking place.
Obviously, different parts of the world are differently placed to leverage what the year ahead has to offer. Some technologically advanced & privileged and yet others rich in contexts and physical interactions. Therefore, the challenges and trends are going to be remarkably different.
Yet, here are a few trends. Perhaps, hopes that I nurture for 2013 and the times ahead.
1. Principally, learning & development will have a whole lot to answer. ‘Outcome accountability’ will supersede ‘action accountability’. The age old question of effectiveness will continue to hold court. But with even greater focus. A question that wont get answered by a meaningless set of numbers but by a coherent change, seen in the field.
2. 2013 hopefully will see L&D and line managers reach out to each other and collectively own accountability for employee learning and organisational growth. Or rather, they will be forced to. (Or so I hope!). Learner and line manager accountability will have more mind share than the present.
3. The need to think BEYOND the classroom and e-learning courses will not only be acutely felt, it would be persistently demanded by leadership teams. With economies and organisations still negotiating uncharted territories, the need for cost effective long lasting change will stand tall. Not fancy courses, exotic locations, flash and binders. Action Learning and similar pedagogies will get far greater mileage than what they get now.
4. Imaginative blends that have accent on ‘choice’, enabling employees to choose what is most required for himself / herself will begin emerging. And these choices will not be limited to what the L&D team can put together but all that is available in the world! L&D would well not be gatekeepers but rather facilitate employees leveraging these better. MOOCs & Personal Learning Networks are cases in point. With commoditization of information and knowledge, L&D could well move to being ‘levers’ to help learners and their managers to access their own learning
5. The accent of ‘performance’ on the learning agenda will increase and thus ‘performance support’ and ‘transfer of learning’ will gain far more importance than ‘learning’ itself. (The outcomes superseding action theme applies here as well).
6. Executive Coaching as a performance support tool will emerge stronger than it is today. This capability for executive coaching coming from within or from learning services organisations.
7. The technology enabled learning space will grow far beyond the confines of an LMS and E-Learning courses. The primacy of ‘What do you know’, slowly getting replaced by ‘Who do you know that knows what you want to know’. Experts and expertise that resided with a few will increasingly get to reside in the open space for people to access. And more often than not, beyond the organisation’s firewall. (The organisation’s firewall in itself could undergo a change, to include vendors, suppliers et al!)
8. Technology will enable byte sized chunking of learning and creating opportunities for employees to learn anytime. Easy and ready to access formal learning content, user generated content and curated content, at the time of actual requirement for learning / reinforcement. Mobiles, tablets, laptops will all be vehicles to access content resting on the cloud, ready to be accessed closest to actual performance. Technology will sure change the anachronistic methods of evaluation and hopefully lead us to a purposeful use of big data.
9. The importance of line leaders taking ownership of organisational learning and all kinds of investment in employee development will start getting more acutely felt. Thus comprehensive learning interventions that are led by co-designed and co-facilitated by line managers will see greater emphasis. Not only will it hold great value for employees, it would pave the way for contextual leadership building as well. L&D to get line managers skilled and willing to do this more often will be key to success
10. All of these would mean the need for L&D folks to critically look at their own portfolio of talent and skills will emerge stronger than ever! L&D leaders who weave imaginative, cost effective solutions in partnership with employees/ line leadership resulting in meaningful, measurable impact will be sought after!
Like always, would love to hear your views.
6 thoughts on “Crystal ball gazing! L&D in 2013 & times ahead.”
Nice article, Kavi. Thanks for sharing your insights. Your observations regarding technology, line manager involvement, and the need for exec coaching resonate with me. Basis these new trends, what are your thoughts on the readiness of the L&D teams? What will they have to do to be set up for success?
Kavi some of the points are extremely valid and thought provoking..while a lot would depend on the cooptation towards ‘learning’ by the line function and L&D teams.( It is more like Herzberg’s hygiene factors) but probably more important would be to look at the readiness of the L& D teams( as quoted by Nitin More).While it would be wrong to pass an all encompassing comment on this..but by and large it may be said that the L& D teams would really need to introspect and ‘pull up their’ socks before it becomes too late in this age.At the cost of repeating an oft cited cliche…” Genuine empathy”..and I have purposely put it in quotes..needs to be “genuine”..the pun is firmly intended..L& D folks would better learn to be intrinsically genuine and not hide themselves within a haze of jargons…
While indeed e-learning will take off, there will be a huge surge in right brain methods of learning such as storytelling. The world is non-linear and learning methodology must follow suite. Glad you are having this discussion Kavi !
let me share what I read today and what I think would be 1 of the factors which shall shape L&D “People like you and I are migrants in this online country. But people of my daughter’s generation are natives because they haven’t seen a world without Google or Facebook,” Arora, Google’s Chief Business Officer
And this would be one of our biggest challenge/oppurtunity.
2nd till we do not get stickiness right learning shall continue to face “Outcome accountability”
The woods are lovely dark and deep and I have miles to go before I sleep guess Robert Brown
Excellent article,Kavi ! Thanks for sharing…
Adding to your insight #8…New data analysis systems will be able to better track the user experience so that we’re not just measuring if someone selected the right answers at the end of a module. We’ll instead be able to track the journey the employee took during the learning experience, seeing where they might have gotten stuck, where things might have been too easy, and how effectively they are able to apply a skill(Outcomes superseding action).