Only 38% of learning and development (L&D) professionals think they’re ready to meet the needs of tomorrow’s learners. This doesn’t mean traditional approaches to L&D are obsolete. They just aren’t enough anymore. At least not for today’s workers.
Nearly two-thirds of L&D leaders think workers should connect with learning resources at least once-a-week in order to be effective. Yet many of those same people report that employees are tuning out corporate training. L&D, they say, is “wildly out of sync” with how people learn. The reality, of course, is more nuanced.
People don’t only build knowledge and skills once in a while, through structured, formal training. We also grow every day —informally— through experiences and interactions. If you really want to build a culture of learning, you need it all: Formal and informal, job training and career development, L&D and self-service.
The operative word here is “and.” Business requirements are colliding with what employees need and want. The thing is, the conventional L&D toolkit doesn’t work as well for today’s hyper- kinetic workers. Only 18% would recommend their employers’ training and development opportunities. The supply is not meeting the demand.