We reached out to our network of L&D leaders to collect insight on what talent professionals around the globe have set as their #1 goal for 2019 in the leadership development space (thank you to everyone who contributed)! While the answers were diverse, the majority of the responses shared one of the following 3 common themes…
I joined Abilitie two months ago as the new Marketing Manager. I came from the industry of health and wellness-focused CPG products. The language used in my previous marketing efforts was informal, shorthand, and buzzy. I needed my audience to feel as though I was there next to them, chatting over an almond-milk latte with every piece of content I published.
When I transitioned over to Abilitie, I was drawn to the position by the “development” aspect of the company - at the core of everything I’ve ever done professionally has been the goal of helping people reach their maximum potential - and was excited to implement lessons learned from previous positions in a new setting.
It’s National Learning and Development month, and here at Abilitie, we’re using this national month-long celebration of skill-building and professional development to share our favorite, thought-provoking resources with our network of L&D professionals. We’ve also consolidated our most-read articles from our own blog in hopes of helping to accelerate you down the path towards professional excellence. Enjoy!
Once you have received executive buy-in and budget for a training program it is essential that the program leaves a favorable impression on all the participants. That desired favorable impression is not driven only by the lessons learned, it is equally critical that the program leaves a positive impact in an area that is at times difficult to quantify, the growth of the participant’s networks.
Given that participants will be sacrificing work hours to participate, it will be crucial that they end the program believing this was a commitment worth making.
In many of our roles it is easy to fall into a silo and by adding a networking component to your training offerings, you give people a chance to grow bonds that can help make their day to day easier - and more fun.
When I started working in corporate learning and development 16 years ago, a few trends were predicted to be inevitable:
The classroom would become obsolete
Most lessons would be taught online
Professors would be replaced by e-learning
Today, not all of these predictions have come true. We continue to see new technologies, fads, and buzzwords (remember Second Life classrooms?) but most of them fade as quickly as they arrive.
So rather than write about another new trend, I wanted to reflect and take stock of some truths that I have found to withstand the test of time.
Below are five lessons I’ve learned about leadership development – lessons that I think will stay relevant even in learning environments full of VR and AI learning.
Abilitie was thrilled to partner with Amy Speranza and Jaclyn Courter to present Abilitie's third Learning Leader Roundtable, our first in New York, NY.
The foundational topic of the event was "How to develop high-potential leaders online," though the conversation spanned all the big issues that learning programs face today! Attending learning leaders represented organizations in the Fortune 100, non-profits, startups, and the global public service sector.
Before the event, Abilitie surveyed attendees on their online learning practices to set the stage for the conversation. Interesting trends emerged:
- In the programs represented, the demographic most frequently engaged in hi-po programs was recent graduates and entry-level, followed by managers, and then the executive level.
- The three most popular elements to include in hi-po learning programs were action learning group projects, personal assessments, and traditional classroom training.
- The least popular element to leverage for hi-po programs was job rotations.
- Participants surveyed reported that 5 years ago, only about 20% of their training took place online while today closer to 47% of their training takes place online. They predict that in 5 years, about 60% of their hi-po training will take place online.
While there is truly never a "one-size-fits-all" for learning, some patterns emerged as the roundtable participants discussed. A few are outlined below:
- Just because the platform is virtual doesn't mean the connections can't be real. Online programs are successful only when there is an element of socialization and community.
- In virtual settings, variety truly is the spice of life. Don't expect the same platform or medium to work in every phase of the program. Variety keeps learners engaged.
- Be ready for the long haul in showing ROI. There are many ways to demonstrate the value of learning, but to demonstrate long-term value, consider intermittent follow-ups and check-ins with participants for years to come.
Once again, a huge thank you to Amy and Jaclyn from GE for partnering with us to present this Learning Leaders Roundtable. There's nothing like engaging with our community to get us excited about the future of learning and development!