Conquering Challenges: Thriving in the Learning & Development Industry
Learning should never stop – It is the essence of success in any field!
All behaviors are a result of the learning process. An external stimulus encountered by the brain can release different chemicals in different parts of the brain and affects our thoughts, feelings and the response to that stimulus. Human evolution is a proof of learning history Let us not forget the world of arts, museums, and the world’s first & greatest university of Nalanda. All these are evidence that learning is in the very genes of all living organisms on Earth.
The ability to adapt is everything! With time, our ways & attitudes towards learning have also changed. From pictographs on clay, stones, gold plates, papyrus, paper and now virtual paper! However, with changing times, the challenges of learning also have advanced. Ancient humans had to face a lot of problems with regards to communication like storing & preserving the writings, developing a standardized system and remembering to decipher the codes & sign languages. While training and development are vital, L&D (Learning and Development) professionals often encounter challenges in delivering compelling learning experiences. These challenges range from technological advancements and generational differences in learning preferences to limited budgets and shortened attention spans. Along with these, lack of managerial encouragement & support, poor time management add fire to the fury. Let’s look at the most common problems and their possible solutions to it:
- Scaling the learning & development:
- The digitalization world has led to a lack of focus amongst the employees and HR feels burdened to take everyone onboard with the same positive energy that in-person sessions would have otherwise.
- A possible solution to this could be to make L&D a job perk by sponsoring various courses through which the employees can earn degrees and certificates for courses necessary for their career growth.
- The digitalization world has led to a lack of focus amongst the employees and HR feels burdened to take everyone onboard with the same positive energy that in-person sessions would have otherwise.
- Training employees in hybrid work culture:
- COVID has made us see the unforeseeable and has catalyzed changing workplace practices. The majority of the workforce now is working from home or work in a combined culture. This has led to challenges in releasing the training calendars, tracking the employees and their training graph.
- This can be tackled by making learning accessible at home as easily as possible. Voluntarily creating opportunities for teams to come together frequently and interact at various levels.
- COVID has made us see the unforeseeable and has catalyzed changing workplace practices. The majority of the workforce now is working from home or work in a combined culture. This has led to challenges in releasing the training calendars, tracking the employees and their training graph.
- Upskilling / Reskilling:
- These days the buzz words are digitalization, automation, AI etc. The tech experts claim millions of jobs would radically be eradicated by 2040. This has led to upskilling and reskilling the workforce, the talk of the town.
- Organizations can help employees gain an edge by identifying skills gaps as early as possible and training in those skills using the latest technology available. Swift implementation of new software’s, latest LMS is another way to solve this problem.
- These days the buzz words are digitalization, automation, AI etc. The tech experts claim millions of jobs would radically be eradicated by 2040. This has led to upskilling and reskilling the workforce, the talk of the town.
- Keeping the learners engaged:
- Since COVID, businesses have moved from offices to homes and from in person to virtual sessions. Accessing online training has become easier, however, are they effective? Participants claiming network issues, repetitive requests for the cameras to be kept on during the entirety of the training, less use of the mute buttons, multi-tasking etc. are a few problems highlighted here. The biggest of all is the temptation to surf the internet.
- A potential resolution to this could be creating courses that will feed the curiosity of the mind of the learner. Courses that are short timed with valuable input are the key. The courses could also have some sections in which the employee gets to complete a few tasks that can be rewarded.
- Since COVID, businesses have moved from offices to homes and from in person to virtual sessions. Accessing online training has become easier, however, are they effective? Participants claiming network issues, repetitive requests for the cameras to be kept on during the entirety of the training, less use of the mute buttons, multi-tasking etc. are a few problems highlighted here. The biggest of all is the temptation to surf the internet.
In a world driven by continuous learning, addressing the challenges faced by the Learning & Development industry is key to unlocking its full potential. By embracing innovative solutions, fostering engagement, and nurturing a culture of growth, organizations can pave the way for success in this dynamic landscape.
Vidula is a passionate end to end learning & development professional with more than 15 years of experience. In all these years, she has trained on a variety of topics ranging from soft skills to product & process and behavioural trainings. She has also helped organisations manage their performance matrix and conducted TNA’s and run competency skill mapping programs too.