Changing Rubrics for L&D Drive Next Gen Capabilities

Most learning delivery goals are usually driven by budgets, taking very little consideration of the more important aspects like Learner time and Learner cognitive bandwidth that focus more around the Learner. Learners are seldom dumped with heaps of Learning content making it challenging for them to grasp and embed the 70 : 20 from it. Another interesting constraint being Knowledge half life that renders Learning content to be obsolete after a certain point of time.

Learning design should follow a two-step filter process with the Learner time & cognitive bandwidth being primary constraints followed by secondary constraints like project budget and knowledge life. The Learning we need to deliver needs to be compact, smart, chunked in multiple formats giving more choice to Learners. This shift in Learning delivery leads to a more modern KPI for L&D.

LD-Rubric-1 Next Gen L&D Professional Development Framework Blogs

From a stand alone function delivering mostly classroom learning, L&D is progressing to be critical for helping the workforce keep up with the accelerating speed of business. While some of the growing up has been planned some has been forced on it. This involves developing more sophisticated solutions that integrate business realities, capability and knowledge management.

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2017 will witness the broadening of L&D capabilities along with the challenging of long-established paradigms. It’s time to move away from the traditional L&D Capability models that focuses only around the core capabilities like business partnership, project management, ADDIE & digital acumen that are the foundation of the L&D profession. These skills are usually sourced from experience gained while on the job, classroom training, formal qualifications/ certifications and other sources of informal learning like blogs, videos etc. According to Deloitte’s Global Human Capital Trends 2016 report, the gap between the importance of employee development and L&D’s perceived ability to meet that need has jumped by 430 percent during the past two years.

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Introducing the LearningCafe Next Gen Capability Framework

The L&D skillset needs a new depth & width that leads to a creation of a ‘T’ type Professional Development model which implies to having a broader set of skills & knowledge that could be distilled into core L&D capabilities. L&D needs to keep an eye for emerging technologies, startups & thought leaders for newer ideas & processes, know the learner as a consumer and increase the awareness of scaffolding factors like workforce/HR/L&D trends of the industry they work in. 

Next-Gen-Framework Next Gen L&D Professional Development Framework Blogs

  • Digital Acumen-  Is the know-how of digital innovations in Learning and how to leverage them to deliver better value.
  • Agile Design Thinking- Agile provides a way that empowers L&D professionals to meet the newer demands of Learning leading to a more flexible and transparent learning design and development process.
  • Emerging Research in Management- Keep up to date in advances in evidence-based management science and practices.
  • Capability Management- Organisations need to understand & manage capabilities that truly impact business performance and align their decisions accordingly.
  • Consulting Approach- Organisations are now looking up to L&Ds as subject matter experts having a consultative approach.
  • Business Acumen- Business Acumen” has been identified as one of the most important competencies that Learning & Capability Development Professionals need that help understand the interconnectedness of various business functions and how everyday managerial decisions affect the company’s performance
  • Emerging Tech – Emerging Tech are Learning Technology innovations that impact not only the jobs we perform but also the skill sets we possess.
  • Startup/ Entrepreneurship – Use principles and concepts from start-ups to deliver newer and smarter ways of Enterprise Learning.
  • Knowledge Management – KM has a greater focus on the management of knowledge as a strategic asset and a focus on encouraging the sharing of knowledge.
  • Workforce/HR Trends- Provide a functional perspective on changing roles and emerging workplace trends to watch out for.
  • Industry Knowledge – Gives a complete perspective of all the latest developments in the industry you are working in and also of factors impacting that industry.

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