For more than 14 years, Learning Tribes has been delivering customized and innovative training solutions to develop talent across multiple industries, countries, and languages. Every year we publish a list of the top 10 corporate learning & development trends based on our experiences, observations, and expertise.
Hover and click on the cards below to learn more about what’s shaking up the industry this year!
The digital revolution continues to impact organizations with automation in all business sectors. The ongoing renewal of IT applications and more complex product offerings are making “hard skills,” or technical skills, obsolete. According to LinkedIn Learning, 57% of senior leaders today say soft skills are more important than hard skills.
Because of these changes, an employee must be able to learn and adapt quickly in order to be successful. The soft skills companies are looking for most in 2019 are creativity, persuasion, collaboration, adaptability, and time management.
Thanks to the Internet, there is more content than ever readily available: videos, articles, podcasts, webinars, and more. Studies from the International Data Corporation (IDC) show that the average employee spends about 9.5 hours every week searching for information, which could be time better utilized for training. Even worse, of the 9.5 hours spent, 3.5 hours yield no usable knowledge.
One of the biggest challenges for talent development teams is finding content that’s relevant, classifying it, and making it available to learners. This is where platforms like the Learning Tribes content curation solution come into play, using technology to aggregate content.
According to the Pew Research Center, 73% of adults consider themselves lifelong learners. As such, lifelong learning is expected to play a key role in talent development. The concept of lifelong learning was created to showcase the level of investment a learner has in their professional and personal growth.
As learners complete courses, they accumulate points towards their Lifelong Learning (LLL) Score – the higher the LLL Score, the more a value a learner can add to themselves from an employment standpoint. Talent development teams have an opportunity to implement this into their programs to motivate learners to continually gain new skills and in turn, increase the productivity of their company.
Out of all companies surveyed by the Association for Talent Development, 34% have aggressively implemented mobile learning programs. Mobile continues to be the platform of choice and a strong trend throughout 2019. The accessibility and ease that mobile training programs provide employees are unmatched. Why not meet them where they already spend most of their time? It’s practically required that all digital training platforms have the ability to adapt content to mobile formats. Learners want their content to be highly accessible, bite-sized, and gamified. According to CLO Magazine, 1 in 3 learning managers now delivers compliance and skills training to mobile devices.
Social learning isn’t a new way of training, but the rise of social platforms have added a new twist to the concept. Social media platforms and messenger services have become new ways to distribute training materials and content. By using social platforms in their learning programs, employees can interact with each other by sharing, commenting, or “liking” content. Research by Brandon Hall Group shows that 73% of organizations expect to increase their focus on social learning.
Studies like CEB’s L&D Digital Learner survey show that 55% of employees find learning hard to consume, 57% of employees find it hard to access, and 54% of employees find it hard to apply to their careers. This is why designing positive employee learning experiences has become so important.
The learner experience is just as significant as the customer experience. A good customer experience attracts loyal, repeat customers, and the same notion should be applied to the learner experience. If employees have a great experience during their training, they’ll be more knowledgeable, confident, and inclined to perform well.
Most companies have a multinational presence. Because large corporations are made up of many subsystems—business units, global functions, regions, and operating units—across-the-board corporate programs are rarely the right answer. A global approach is required by ensuring that training content can be adapted to communicate the company’s history, values, culture and practices across different countries. E-learning has emerged as one of the best ways to train employees across different countries.
Today’s learning and development requires more than training videos, PowerPoint presentations, and e-books to be effective. Employees demand simple, interactive tools that are tailored to their specific needs. Ideally, it’s one tool that covers everything and is easy to navigate. This has caused a new wave of all-in-one tools, which are able to accommodate a wide array of content and provide a seamless experience. These are Learning Experience Platforms, or LXP’s.
LXP’s make actionable learning recommendations, provide a user-friendly interface, are accessible and provide a platform to collaborate with team members. According to a Forbes.com study, companies that promoted collaborative working were 5 times as likely to be high performing.
There’s a big reason why Netflix and Hulu became wildly popular—users like having personalized content served on-demand. Equipped with algorithms and artificial intelligence, streaming platforms get to know you the more you interact with them and serve you content based on your interests.
The same goes for modern training programs, as they’re beginning to look a lot like TV streaming services with personalized recommendations. According to Bersin by Deloitte, 70% of employee’s access search engines to learn what they need for their jobs. This is pushing learning platform vendors to focus on developing video-learning platforms that feel more like YouTube than an educational course catalog.
According to LinkedIn Learning, 58% of employees prefer to learn at their own pace and 49% prefer to learn at the point of need. These are major themes in the adaptive learning model. Adaptive learning provides methods and learning paths that are unique to each learner.
Using algorithms to track learner activity, adaptive learning serves learners content in real-time based on their level of expertise and interests. Similar to a video game, the learner journey will move according to learner’s performance and activities with the underlying goal of keeping engagement levels high.