L&D in 2022 - My Wishlist

2022 looks to have started the way 2021 ended as far as L&D initiatives go, with Virtual and Digital leading the way.

As designers and practitioners, we've learned truckloads from our experiences of 2021. While we've come a long way from the floundering period of Mar-Jun 2020, there is so much that can be better in 2022.?

So here's my wishlist for 2022

?1. TECH IS THE MEANS, NOT THE END

The Pandemic has accelerated innovations in the HR & Learning tech space. And It is easy to get caught in the lure of a new platform or idea. Now more than ever, it is crucial not to lose sight of the' why?' These need to be mapped to the company's culture, exposure to tech. And most importantly, be wholly wedded to the outcome.

2. LEARNER AT THE CENTRE

At the other end of the screen, the learner is a human being dealing with their own set of upheavals and adjustments. Empathy is going to be vital in designing any learning experience. Tempering one's expectations is key.

We've learnt not to push people to turn on their cameras anymore. We're pushing clients to look at modular programs lasting not more than 90-180 mins. Fun-filled interaction has to be integral to any learning experience. Games, scenarios, puzzles and similar themes might help create the right environment for learning and bring much-needed relief for the learning fatigued employee.

?3. DEPTH BEFORE WIDTH

Tech provides scale and width at rapid speeds and minimal costs. Who wouldn't want all that in their learning strategy? But it can easily be at the expense of depth and relevance. Metrics like logins, downloads, completion don't show the real picture.

This year should be about choosing to do a few things and do them with depth and rigour. In some cases, virtual instructor-led programs may be more effective than an eLearning module, and it may be essential to choose for impact rather than reach.

?4. LEARNING AS A MANAGER AGENDA

Line Manager's involvement was always the key to learning transfer and has become even more pronounced in the remote work environment. Thankfully, this area has become easier to execute and minimally invasive using tech.

In 2022, I wish organizations implore managers to see L&D as a critical responsibility and push and nudge their team members to participate, learn and demonstrate change. After all, these managers are the direct beneficiaries of any new learning initiative.

?5. CUSTOMIZED VS MOOC CONTENT

Access to millions of eLearning modules, videos and podcasts neatly tagged to enable easy search is what most LMS platforms promise. But access does not ensure adoption. While the lack of innate drive and motivation to learn is a significant barrier, this is exacerbated by the fact that these are generic pieces of content created thousands of miles away by someone who has little or no context to your industry or employee's reality.

Most of it is not even current. How does executive presence work on Zoom? How can a B2B sales workshop created primarily for an in-person sales environment become relevant in the virtual sales environment?

I wish for organizations to create few but extremely relevant pieces of content over choosing the comfort zone option of giving access to endless content. Your best content creators are sitting in-house, and they are the ones who are solving real problems and real outcomes every day. They need someone to record their MO and convert it into microlearning content. Then see how the rate of adoption jumps!

?6. TECH UPSKILLING FOR L&D MANAGERS

While Learning TECH like HR Tech is becoming a super speciality within the L&D/HR Function, everyone has to have a foundational knowledge of all the latest and relevant technologies in vogue today. It has become a 'need-to-know', not a nice-to-know. I wish for L&D to spend the first half of 2022 investing time and effort in understanding the ecosystem to be relevant in 2022 and beyond. I went through hell at the beginning of 2020 being a novice in this space and spent many months learning and equipping myself, and I still feel there is so much more to learn.

?7. WORLD BEYOND TECH

This may appear as a bit of an anti-climax after using up so many characters to evangelize tech. However, many in your organization will never get access to or may not ever transition to tech.

Think manufacturing shop floors employees, project implementation teams of EPC companies, Oil& Gas and so on. Many don't even have access to computers or good enough smartphones, but these employees perform mission-critical jobs and manage large teams and outcomes.

?I wish in 2022 for L&D managers to think beyond tech for such audiences.

Mini modules on the floor, blended learning (physical+ digital), activities and learning weeks are some off-beat ideas that can give the same scale and reach as tech but make the programs more engaging and relevant to these digitally dark audiences.

#learninganddevelopment #2022wishlist