Back to School? New Skills for L&D in 2024

With school holidays drawing to a close, at BSI we’ve been thinking about the year ahead, and wondering… is it time for the learning profession to go back to school? With new thinking and advances in technology continually evolving the way we live, work and learn, and widespread disruption of business underway - we've been assessing our current methodologies, and what is resoundingly clear is that our profession may need to consider going 'back to basics' and building a new set of additional skills to face the learning challenges of 2024.

A recent study of business leaders conducted by KPMG about the things that were 'keeping business leaders up at night’ stated that the top challenges facing business in 2023-24 related to:

-??????? The economy

-??????? Shortage of skilled staff

-??????? Cyber security

The article goes on to state: ‘More than three-quarters of respondents identified “talent acquisition, retention and reskilling and upskilling to meet a more digitised future” as the number one challenge facing them today’ and anticipate that this will continue to be their greatest challenge for the next 3-5 years. (*KPMG, 2023)

Pace of global change, significant world events and technological advances pose serious challenges for organisations who need to keep pace, reskill and upskill their people. Just like in classrooms; this sentiment echoes in boardrooms and office spaces, where professionals are gearing up for the challenges and the many opportunities the coming year will bring.

How well are we equipped to support our organisations, and learners with the challenges of 2024?

Disruption events, technology and its associated change have created need for an interesting mix of new skillsets that are quite different in nature to the traditional ones we may have cultivated in the past. This, in turn, drives a need to focus on the human side of those changes and what this means for people and teams as they contend with a new status quo.

This leads us to learning, and it is clear that we as learning professionals have the ability to manage some of the above, but also that the challenges facing us today require us to re-wire ourselves a little and think much more deeply about how we do things, not just what we do.

The trend of moving away from courses and towards a redefinition of the idea of learning has been given an injection with a range of new possibilities, not in the least by the promise of AI. But like any experiment, it's not yet certain what results it will produce.

So does our profession need to learn new things? In short, the answer is yes.

An ’always learning‘ mindset has been core of a team of people that have always professed to be lifelong learners, and despite needing to move at pace - the need to upgrade our skills will only persist - technology driven or otherwise. But what L&D professionals are learning about has taken on a new dimension, as data, new tools, and new methodologies arise from the ashes of what was the foundation of our practice.

No longer do we just need to metaphorically sharpen our pencils to begin working on a new project, we need to take the time to consider what tools and options are out there, to test and experiment, to be the true architects of effective and modern learning experiences.

So, what should the L&D profession be learning about in 2024? We've identified five core skill areas where we are going to be spending time ‘schooling’ ourselves, to improve our effectiveness as a learning team:

Skill 1: Data Analysis and Interpretation

In the data-driven era we are in, with organisations consistently working with large multilayered datasets, L&D professionals must harness the power of data to make informed decisions. Understanding learner behaviour through data analysis is crucial for tailoring training programs. We’re learning how to use advanced analytics toolsto obtain learner feedback in unique and insightful ways. This not only helps us refine the learning experience, but also ensures that educational strategies align with organisational goals.

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Skill 2: Technology Integration

The integration of technology and adult learning and development is no longer a trend but a necessity. L&D professionals need to stay abreast of digital platforms, the latest hype in tools and technologies and emerging tech tools as new forms of technology emerge. Technology holds great potential when used to enhance the accessibility and effectiveness of training programs, creating a more engaging and adaptive learning environment for participants. Together with this, a new generation of cyber-risks and challenges highlight the need for deeper, and more principle-driven learning to ensure the integrity and security of business systems. We’re focussing on how we can better incorporate new technologies into our design and development work, and partnering with clients who are keen to explore new technological solutions to learning challenges.

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Skill 3: Adaptability and Agility

Remember the obstacle course in gym class? We need more of them in learning! In a world marked by rapid changes, cultivating adaptability and agility is paramount. L&D professionals must develop a mindset that embraces and expects change, allowing for the quick adjustment of strategies and programs. This also means taking on a more agile way of thinking when developing or testing learning strategies, for example, prototyping new ways of learning as smaller proof of concept ideas that can be replicated prior to major development investments. We’re taking steps to ensure robust approaches to learning, and the future-proofing required to provide our clients with a level of assurance that their learning strategies will remain effective in a range of situations.

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Skill 4: AI Education and Readiness

Artificial intelligence is reshaping the future of learning. Before being able to harness its possibilities, L&D professionals must fully comprehend the role of AI in education and training, from personalised learning experiences to automated assessment tools. The power of datasets and large language models is being explored by all major organisations and how this will impact the traditional learning team is still to be defined. Pioneers in this area will likely deliver some incredible case studies of what is possible in the coming year.

For our team, being AI-ready involves continuous learning about AI applications and keeping up with the exponential evolution of AI’s capabilities. I believe this will be one of the skills that differentiates forward-thinking teams from those who lag behind within the next 6 months and beyond.

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Skill 5: Collaboration, Inclusiveness, and Belonging

Team-sports! ?Just as schools recognise the value of team sports in developing teamwork, leadership skills and character, L&D is on a journey to promote stronger collaboration and inclusiveness. Doing this in learning environments goes beyond just interaction; it involves creating an inclusive and belonging atmosphere. L&D professionals play a crucial role in ensuring that training programs are designed to be inclusive, considering diverse learning needs and styles. Cultivating a sense of belonging among participants enhances engagement and contributes to a positive learning experience. Leveraging technology for virtual collaborative learning becomes a means to facilitate group dynamics and to foster an environment where everyone feels valued and included. At BSI, we take a holistic approach to collaborative learning within our team, as a way of establishing a foundation for a more inclusive and equitable workplace.

What's next?

It’s the right time of year to consider where your focus should be and what your personal timetable of professional learning should look like. The return to school signifies more than just the purchase of textbooks and the preparation of school lunches. It symbolises a broader commitment to learning, adapting, and preparing for the future.

Learning and mastering the skills above is just the start – but will be instrumental in ensuring that the BSI team have the underpinning knowledge and mindset they need to help define the future of learning. The dynamic nature of our field requires continuous adaptation. It's only by staying informed and overlaying this with a healthy curiosity and focus on innovation, that we have the best chance of positioning ourselves as key contributors to the success of the organisations and people we’re here to support.

Do you and your team need to sharpen up to tackle 2024 with confidence? Let us know if we can be of support in looking at your learning strategy and the tools and approaches to bring it to life.

Reference:

*https://assets.kpmg.com/content/dam/kpmg/au/pdf/2023/australian-business-leader-challenges-2023.pdf