How can you help companies prioritize continuous learning and development?

1. Leadership Commitment: 2. Align with Business Goals: 3. Create a Learning Culture: 4. Invest in Learning Platforms: 5. Personalized Learning Paths: 6. Mentorship and Coaching: 7. Regular Training Sessions: 8. Performance Reviews and Feedback: 9. Recognition and Rewards: 10. Encourage Knowledge Sharing: 11. Stay Agile and Adaptive: 12. Feedback Mechanism: 13. Measure and Evaluate Impact: 14. Promote Continuous Learning in Onboarding:

A company's ability to remain competitive and develop its workforce depends on its ability to support ongoing learning and development. Building a learning culture is key, leaders should cultivate it and lead by example. Creating the need for learning is essential and charting out an individual development plan helps. At my previous organization, we implemented a learning plan for every individual and each employee can choose a mentor who can help them learn that skill. This helped every single employee to focus on their self-development.

Surveys, Interviews, Focus Groups: Gather insights from employees and managers. Performance Reviews, Gap Analysis: Identify skill gaps and development needs. Outcome: Understand strengths, weaknesses, skills, knowledge, and attitudes. Align with Strategic Goals: Ensure relevance. Competency Framework, Learning Paths: Outline required skills and career progression. Blended Learning, Technology Integration: Combine online and in-person training with interactive tools. Pilot Program: Test and refine. Full Rollout: Communicate effectively, provide support. KPIs, Feedback: Measure effectiveness, collect feedback. Continuous Improvement: Use data to refine programs. Link to Business Outcomes: Show impact on productivity and retention.

Promoting continuous L&D is essential to staying competitive & ensuring employees have the necessary skills for their roles. Even there is no one size fits all formula, essentially you need: Leadership support; create a culture that encourages learning values; personalize learning; have a budget for upskilling and reskilling, generate learning spaces; conduct periodic skills assessments; recognize and reward employees for commitment to L&D; periodic and timely feedback; promoting collaboration for collective learning. These actions are not charitable activities but must be aligned with the business objectives. They are not the only means to consider, but tailored to each organization they can be very useful.

Learning cannot be a push factor, it needs to be done through "PULL FACTORS". Leadership Role Modeling: Showcasing continuous learning at all levels, inspiring a culture of growth. Storytelling Successes: Sharing stories of individual and organizational achievements resulting from learning. Gamified Learning: Introducing game elements to make learning engaging and addictive. Mentorship Programs: Establishing mentorship for knowledge-sharing and skill enhancement. Public Recognition: Celebrating learning milestones, creating a positive buzz around development efforts. Personalized Learning Paths: Tailor-made programs to individual employee needs. Utilize Technology: Implementing e-learning platforms for accessible and interactive training.

Employer side: 1. By appreciating a fact that a learned employee is not a threat but a tool 2. Updating knowhow is not just only relevant for individuals but for corporations as well 3. Spending on L&D is a wrong viewpoint, the real fact is that money and time utilised for L&D is an investment not spending

When it comes to change in behavior (ie. "We want people to prioritize training") they're either needs to be a detriment to continuing the existing behavior or reward for doing the new behavior, preferably both. All that to say, if people are not held accountable to NOT engaging in training OR perceive a reward by training... Nothing will change.

Organisation and employees need to invest in learning through reskilling and upskilling. This will reduce the skill gaps leading to robust internal hiring and opportunities for employees for their internal move within the organisation. Management Development Program is one of the best for organisations with regards to business and customer outcomes.

A L&D é um dos investimentos mais importantes que uma empresa pode fazer. No entanto, é importante lembrar que a L&D n?o é uma solu??o mágica. Ela n?o vai resolver todos os problemas de uma empresa ou garantir o sucesso. Mas, quando bem feita, a L&D pode ajudar as empresas a alcan?ar seus objetivos de negócios, impulsionar a inova??o e criar uma for?a de trabalho mais produtiva e comprometida.

In my view, The context of learning & development is to 1) foster employee growth 2) enhance skill sets & 3) drive individual and organisational success . In today’s scenario as the definition of success is rapidly changing and the future as it appears now, I think, It’s time to start designing Individual Talent Management Three key points to consider 1) More weightage to be provided to future talent management. 2) Alignment of individual needs and the organisational needs( There is a large gap here) 3) Consistent L&D requests for ongoing removal of barriers at an individual level and at the role level of the organisation.

Learning culture is a key aspect for L n D initiatives to succeed. Learning Culture is demonstrated in Leadership behaviours and action...who is nominated for the training encouragement provided to lean, opportunity to experiment / model new learnings to the parricipants, support provided by leaders when there is a failure etc etc. L n D is not just about class room / virtual training programs or skill building but also about staying ahead of the context. Hence so important to create a culture by havining initiatives like coaching mentoring allyship as well as innovation cells alsp aligned to L n D initiatives.

Quando as pessoas se sentem apoiadas e incentivadas a aprender, elas est?o mais propensas a assumir riscos, experimentar coisas novas e sair de sua zona de conforto. Isso pode levar a novas ideias, inova??o e crescimento pessoal e profissional. Para criar uma cultura de aprendizagem, as empresas precisam criar um ambiente onde as pessoas se sintam seguras para arriscar e aprender com seus erros.

A learning culture helps people to continuously learn. Learning is not a one off process. New learning has to be acquired and previous learning reinforced

Two strategies I've seen work well: 1. Create organization-wide learning goals. Goals could be around specific topics of interest or need, or goals could be related to a new business service or product or software. 2. Develop and support collaborative learning. This could look like cohorts of new employees, or new people managers. This could also look like all employees who sit in a certain office or certain role. Shared learning objective and collaborative learning can be used across all learning and development initiatives, and across industries and sectors.

The commitment to continuous learning is a commitment to the collective betterment of individuals at every level. Cultivating a learning culture isn't just a strategic move for organizational success; it's a moral obligation to create an environment where every individual has the opportunity to thrive, contribute and continuously evolve for the collective betterment of the organization.

Learner-centric also means the consideration of learning styles which may change over the course of time. In consequence, this means: Digital Learning, although cheap and easy to produce, may not always be the best solution.

Every experience we acquire must become a learning experience. In this way we must design learner centric solutions that will add value

Learner-centric solutions aren't just about enhancing organizational effectiveness; they are about honoring the inherent worth of every learner, fostering an environment where education is not a mandate but a pathway to personal and professional fulfillment. It's a call to uphold the dignity of the individual in the pursuit of knowledge and growth.

I may try something like this: In an AI-powered fashion company, motivation is the heart of learner-centric solutions. As I dive into learning, AI becomes my friendly motivator. It turns the process into an enjoyable journey, with gamified challenges and rewards that keep me engaged. AI understands my interests, recommending fashion courses and skills that truly inspire me. With its support, I feel a sense of achievement as it offers instant feedback, boosting my confidence and fueling my motivation. This personalized approach ensures that motivation is my constant companion on the path to mastering the fashion industry.

Integration with Performance Management: Align learning and development goals with overall performance management. By integrating these aspects, employees see the direct connection between their growth and professional success within the company.

Recognition and Rewards: Acknowledge and celebrate learning milestones. Implement a recognition system that highlights and rewards employees who actively engage in continuous learning. This can serve as motivation for others to participate.

Selecting and using appropriate tools and technologies isn't merely a technological decision; it's a moral obligation to leverage advancements in a way that enhances, rather than hinders, the human experience of learning. It signifies a commitment to utilizing tools that support and augment the learning process without compromising the essential human connection and understanding.

A successful knowledge transfer aka learning works, once the following components are considered and aligned: - An effective curriculum strategy - A suitable instructional strategy - A supplementary social network - An up-to-date learning infrastructure

This is easy and complex at the same time. Easy to understand that this is necessary, especially when it comes to soft skills. Because it is not just counting learning hours or money. Learning success is about taking action, demonstrating the learning. However, measuring the success of learning is complex as it affects the entire organization. Leaders need to understand that they have a responsible role in this game, as they justify the learning result finally.

Tracking employee performance metrics is an indirect way to monitor your L&D practices. Monitor changes in employee performance metrics over time. Look for correlations between participation in learning initiatives and improvements in job performance.

Outre les outils d évaluations disponibles, le retour du middle management est un élément à ne pas négliger. A l écoute de leurs collaborateurs ils re?oivent souvent des retours plus qualitatifs que l enquête habituelle de fin de formation. Un point régulier pour évaluer et réajuster les thématiques et qualités des intervenants est souvent très précieux.

I would apply the following: 1. Develop a mindset where ongoing development is seen as essential for personal and company growth and not ticking the box of hours you have to provide according to some dashboard. 2. Ensure that company leaders actively support and participate in learning initiatives. 3. Offer personalized learning plans that align with individual career goals and company objectives. This is probably the most important approach, as this also increases engagement and effectiveness. 4. Integrate Learning with Work: ensure employees learn from their daily tasks. On-job learning is still the most efficient and enhances the relevance and practical application of new skills.

1) Persona based Learning Journeys that may start with an individuals own personal functional/ divisional graduated journeys where one acquires deep knowledge - and then 2) moving towards developing knowledge across the various divisions/ functions in the organisation to develop a (T shaped - deep and wide) broad understanding of the System (internal) and transferrable skills, followed by 3) Learning that focuses on a outside in approach (i.e looking at the System holistically)

Train managers as coaches to deliver valuable feedback and integrate coaching into performance management. Regular conversations are more effective than annual events.

Continuous learning through upskilling and reskilling is crucial for companies to adapt to the ever-changing technological landscape and foster innovation. By identifying critical skills and providing opportunities for employees to learn and grow, companies can ensure their workforce remains competitive in the modern job market.

Use 'voices of the people' to drive change and make learning a more attractive proposition. Unearth stories of how a particular learning solution benefitted people; share these stories to the larger groups. Do note that the stories need to be authentic; avoid adding marketing flair. Let real voices be heard.