by hardeep dhillon
What is the future of learning and development in organisations?
This is the question we posed as part of our weekly #LeadersHour on Twitter in September. It certainly gave our followers and participants plenty to think about with many of them sharing their perspective, looking into their crystal ball to predict the future of learning and development in organisations. In this blog, I take a closer look into some of the themes that emerged.
The way we live, work and play has changed significantly with the rapid advancement in technological innovation, changes in society and the way in which people go about their life’s, with no sign of the pace of change slowing down. In fact, according to experts, the pace of change is only going to quicken. The learning environment is also changing, with organisations now accessing a whole host of technology; automation, robotics and artificial intelligence.
New tech enables the workforce to have more choice in learning, where and when they want, which, in turn, allows organisations more opportunity to be flexible and innovative in their approach to learning and development.
From ‘nanobots’ connecting our brains to the internet, microchips being inserted into our brains to download research and gamified learning, our followers certainly predict an exciting future for learning and development in organisations. Other themes that emerged from the Twitter chat include;
- Good communication
- Good leadership skills at all levels of the organisation
- Learning and development a part of the whole organisation and not a separate entity
- Virtual learning environments
- Personalised learning
- Simulated learning environments
- Genomic learning
- Workforce taking greater responsibility for their own learning.
In my view, good communication and leadership at all levels is fundamental to any organisation, not just now but in the future. Without having good communication and leaders that help create, curate and promote a learning organisational culture, organisations risk being left behind. This is central to having an engaged workforce.
By involving its workforce through meaningful collaboration, making a commitment for learning and development initiatives organisations can truly embed a learning and development, and empower its workforce to take greater responsibility for their own learning.
It is also important to consider how the workforce needs to develop to gain most potential from new technologies. By supporting and assessing their workforce to meet their individual learning needs, organisations can improve productivity, engagement and performance, as well become more innovative and forward thinking.
So what is the future of learning and development in organisations? New tech will no doubt continue to adapt and change the future of learning and development. And for those organisations that choose to not only embrace it, but use technology for all that it offers to make communities and the world a better and happier place, will have a leading and competitive edge.
To harness the full potential exciting opportunities new tech will bring, and to generate desired results, a happy and developing workforce, leadership and communication must play an active role.
Hardeep Dhillon (LinkedIn)
Communications Lead: Future Leaders Club (@_Future_Leaders)
Hardeep is Communications Lead at the Future Leaders Club. She is an experienced communications professional with nearly 10 years of her career working for one of the biggest brands in the country, the NHS. She tweets about all things comms, social media, and leadership. Follow @HDhilln
#LeadersHour is the number one Twitter chat on all things leadership and personal development. Join the conversation every Monday at 20:00 (UK time). Follow @_Future_Leaders