How can you invest in employee learning and development during change?

During times of change, skills are the currency of work and competitive advantage for employees and organizations. One of the best ways to invest in employees is to help employees develop durable skills aligned with current and future work outcomes. I advise organizations large and small on talent intelligence and skills-led strategies that help inform and align learning programs to core objectives. With insight, you can also decide what to deprioritize when objectives change.

Change is often met with resistance, but it's also an opportunity for growth. Investing in employee learning during these times starts by assessing needs and preferences. Gone are the days when one-size-fits-all training suffices. Use surveys, one-on-ones, or focus groups to identify gaps and interests. This information will better equip your learning initiatives and demonstrates that you value your team's input. Tailoring learning pathways to individual needs fosters engagement and allows your workforce to navigate changes successfully.

Certain learning initiatives can cascade the change very rapidly like: Choose the group of highly influential employees and use their power of influence to drive their peers,use the power of social force to make an impact on people who resist change give them full training about the topics Secondly,design well structured support department which will keep on supporting employees in their executions Thirdly,give hype to best practices and reward them. Fourthly: Take initiatives like Emotional Intelligence , Coaching for managing change of leaders will help people better understand the change process and execution. Lastly,adopting the agile culture with agile mindset support the change initiatives effectively

In this skills-based future, best-in-class organizations are informed about the skills needed to do current state and future state jobs - and, in turn, develop targeted programs and development interventions that drive engagement, community, productivity, and value beyond the current role. Academy models, cohort-based skill programs, certification programs, development days, and incentive reward systems for skill growth are strategies I help companies deploy as a show of investment that creates a versatile ecosystem to help. Customers learn and apply at the point of need. Having dexterity in approach encourages engagement and utilization.

Support and encouragement are paramount. Ensure budget allocations for courses or seminars; foster a culture that celebrates learning. Spotlight employees who've taken the initiative to develop new skills, perhaps in a company newsletter or a dedicated segment in team meetings. Regular check-ins can also help track progress and recalibrate goals. By nurturing a climate where learning is not just permitted but encouraged, you make development a shared responsibility, pivotal in navigating change.

I agree and would add that collecting feedback and having a way to respond to what’s working well and adapting to what needs to be adjusted during any change program is key. It is important to keep an eye on the North Star of where the change is going. Equally it is valued by employees, in my experience, to ask for their input and make appropriate and feasible adjustments in a learning program during a time of change.