At the Associate for Talent Development 2019, we had the chance to talk to hundreds of L&D professionals. This is what we heard from you. Link to our blog:
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After being at the Association for talent development conference last week speaking with hundreds of people in learning and development, we noticed that Kickstarter new initiatives are a daunting task for l&d. Given the increased corporate investment in learning and development over the last few years. Our industry is undergoing some growing pains and being galvanized by, here's some question, we asked l&d leaders and their most common responses. Question number one, what area of L&D do you focus on? Answer? Every L&D teams are being held responsible for every part of the learning and development process, whether it's onboarding, compliance training, data training, or sales training? Frankly, LEDs are on this. Some people mentioned that consulting with subject matter experts can be a good way to get info on different parts of the company. However, this often resulted in a lot of technical jargon, which only required more follow up for clarification, simply adding to the time that nobody has. Question number two, how big is your team answer woefully small. Across the board. We saw that organizations with thousands of employees often 10,000 or more employees have led teams of only one to three people who are expected to spearhead learning for all boys. This can lead to a massive project backlog and the quality of work quickly drops because they have so much going on and are being rushed to do it rap. We asked teams how they manage this and most said they use generic off the shelf train. These are ass bundles that teams can purchase and people can go through them at their own pace. However, this can cause a few problems which will go into this question through what is your biggest pain point? Answer motivating learners. The biggest problem stems from the above solution. off the shelf generic content is undoubtedly dole typically lacks insight and unique corporate environments. This in turn negatively impacts retention. Outside of a check the box data or compliance training. Most employees are not actively participating in any trainings at all. After all, what's in it for them? Even when l&d teams spend months creating beautiful custom training? Getting employees to take time out of the day? is very difficult to do. Final question, how do you kick start a new initiative? At sure, we often don't even know where to start. While we follow these pain points together we see a domino effect. How should anyone know where to start when they're facing thousands of pages about data scattered content. To ask L and D teams to spend their time wrangling updated content from subject matter experts can only lead to long meetings trying to make sense of technical jargon, and then translating it into a letter. Not to mention the LED team oftentimes us distill a few points from hundreds of pages for what's most important for the learner to retain and be able to teach them. the crazy part is that this is often just the beginning of the process. Once the contents are broken down into a learner-friendly format, the development starts and is often facilitated by the same led first, given the size of these l&d teams. This is a recipe for l&d burnout and poorly constructed training. It might seem somewhat straightforward, but when you have requests coming in from different businesses, events all the time, the team is quickly overwhelmed. Not to mention, once the team does complete a project and deliver it, the journey often just begins. They still have to convince their employees to engage with it, which is a task all in itself. So where do we start and learn and develop? The consensus despite a lot of these Growing Pains was overwhelmingly helpful. We're all in this together and we'll all find the right solutions. If you find yourself overwhelmed and unsure where to start with your own company's l&d programs, you are not alone. If we can offer some suggestions, we've seen some of the most successful teams take a step back and analyze their learning strategy and goals. One of the most important things to do is tied to every led program to a business objective. This creates executive buy-in and a sense of urgency that can open up more budget and partners for the project. We also included a few links with more resources below. Please try
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