What are the current trends and challenges in L&D that thought leaders need to address?

Leaders must always be on top of new technologies, and be among the first to adopt new technologies and platforms as a way for people to learn and work. The ability to adapt is paramount.

Mindset Change Inspiration: - Share impactful insights through iterative, experimental approaches and articulate strategies and solutions through compelling stories that resonate to the audience. - Share the “Aha!” moments more by being candid, vulnerable and explain that it takes many mistakes, trials and tribulations to get to the final goal desired. - How we make others feel is more remembered and this helps information and knowledge stick more. Be open to show others what motivates you to demonstrate the endless potentials of lifelong learning through memorable and engaging lessons. Use arts, music, and creativity to get the audience to be more interested in your topics.

The pace of technological advancement is rapidly accelerating, outpacing the capacity of learners to keep up. In my view, it holds equal significance to foster a mindset of "learning differently" in learners, just as much as concentrating on upskilling your L&D team.

Digital Transformation is as much about showcasing how to use new, enhanced, extensible tools in the workplace as it is about upskilling for Growth Mindset & Digital Perseverance. The best way to foster a culture of digital learning is to empower leaders to demonstrate their usage of the tools with authenticity & humility. No one is ever above learning, trying & growing. Teams look to leaders to model new behaviors & introduce trust into the equation of adopting new tools in the always on, digital first workplace. Use tools that allow for real time learning at the point of action. WalkMe and other Digital Adoption Platforms can help set the foundation. Podcasts are a great way to encourage audio learning before application of skills.

The focus on DEI in the workplace is growing, and L&D professionals need to develop training programs that address bias, stereotypes, and microaggressions.

Our learners want to see themselves in the training and learning experiences offered in order to understand... "Yes, this is relevant to me" "Yes, I'm going to give this my attention" "Yes, I'm going to apply what I'm learning" Training examples, common scenarios cited, case studies, and even the names of our role-play characters should all reflect the culture and population of our organizations (And yes, we can tell when you just change the name, but don't consider whether that example is really relevant to this audience).

I think the importance of lifelong learning is a given. The challenge, however, is where to focus your attention. There is SO much content and there are SO many channels that you have to decide where you will spend your time to get to best ROI for your objectives. As far as keeping yourself updated and relevant, be a voracious reader of content on this channel as well as others (books, magazines, online forums, blogs, etc.)

Open your calendar and consider where the majority of your time goes each day. Meetings? Probably! Block out time to focus on reading, reflection, and focused work without interruptions. Consider taking an "information diet" regularly, focusing on only the top-priority emails, books, and articles that serve your learning and career goals.

Learning analytics is beyond just showing completion status. At its core, learning analytics strives to uncover patterns, trends, and correlations within the learning ecosystem. This involves tracking not only completion rates but also engagement levels, time spent on different tasks, preferred learning pathways, areas of struggle, and moments of breakthrough.

Our everyday citizen and consumer attention span has been truncated to be about 6-8 seconds before swiping, scrolling, or flicking to the next piece of content. This means that the way we deliver learning must change. The days of curating 45-90 slides of content to be delivered in monotone style with knowledge checks along the way are long over. Leaders know it, teams know it, and it’s time Instructional Designers admit it. This requires honoring/grieving the past, while accepting this fact: what got you into a Learning Leader role won’t keep you there in today’s market. Data insights from the Microsoft Graph even indicate Leadership Videos and Product Announcements reels that are longer than 37 seconds are abandoned. We must change.

When it comes to innovation in learning, it's crucial to place learners at the forefront of your solution. True innovation isn't about the flashiness of your solution; it's about effectively addressing the evolving needs of both the organization and the learners.

Context is key for learning innovation. What learning are we trying to facilitate? A quick search in an ever-evolving on-demand content library for an answer to a technical question? An engaging, live virtual information session? An offsite learning experience with time for role plays and feedback? Technology will continue to allow us to deliver solutions in different ways, however, the learning need should always drive the conversation.

Something that we leaders in Talent Development often overlook is the return to fundamental principles of adult learning. Specifically, I'm referring to the emotional impact of the learning experience on our learners. It's vital to continuously ask ourselves, "Are we highlighting the sophistication of the solution we've developed, or are we effectively meeting a genuine business or learner requirement?

You MUST consider how Artificial Intelligence (AI) will affect your business, career and thought leadership. Trends like ChatGPT are changing quickly the landscape. So you can either stay on top of it or fall behind.

Corporations have evolved in their approach since the publication of the 1990 book “The Fifth Discipline” by Peter Senge. It calls for more and more of a corporate culture of “investing in people”, and building themselves into “learning organizations” to survive and prosper. Why You Should Own a Specific Continuous Learning Path? It Can Help You Succeed at Your Job. Only 25% of hiring managers say job seekers have the skills their company needs. … It Can Help Your Brain Stay Healthy. … It Can Help You Stay Connected. … It Can Help You Stay Fulfilled. … It’s Easier Than Ever to Engage in Lifelong Learning. It is our magnetic north for a successful future.