6 L&D trends you’ve got to know for 2022

6 L&D trends you’ve got to know for 2022

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1. More focus on building learning ecosystems

Having a perfect resume helps you stand out in the crowd and makes one more likely to be noticed. The more we realise there are many moving parts, the more we need to create an ecosystem where they all live and function together. All your content, all your people, all your tech, all your data – they work together to ensure learning 

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1. More focus on building learning ecosystems

experiences are driving your employees and business forward!   One of the biggest steps you can take is putting an end to scattered resources! When knowledge lives and learning happens in different places, it’s harder for people to find what they’re looking for. That also makes it far more difficult to measure learning’s impact and 

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1. More focus on building learning ecosystems

act more strategically as you build L&D initiatives.

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2. L&D getting a seat at the table and reporting into the C-Suite

Why is this still one of our key learning and development trends for 2022? Because the battle is not over, plenty of L&D teams still need to win leadership over, and those with a seat at the table need to keep them onside.  In June 2020, at the height of the pandemic, 70% of L&D pros agreed that their CEOs are active champions of learning, 

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2. L&D getting a seat at the table and reporting into the C-Suite

but that decreased to 62% in March 2021. The challenge is to stop that declining in 2022 as the temptation of returning to work normality lingers. “Going forward, CEOs should take back overall responsibility for corporate learning and give it a new raison d’être—namely, to improve the business’s performance in a way that enlarges its overall 

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2. L&D getting a seat at the table and reporting into the C-Suite

contribution to society. There can be no other rationale.” – Boston Consulting Group.

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3. A growing need for learning at speed

Our first two learning and development trends each teach us something that adds up to our third!  Learning is more effective and easier when people can find the resources they need, and L&D needs to be agile given how fast the world of work is changing as we enter 2022. And that adds up to a need for learning at speed.

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3. A growing need for learning at speed

The challenge for L&D is to think about content’s format and where it can be found. Is it easy for people to find information in the moment of need?  Does the format mean it’s easy to understand and apply when those moments arise? If not, learners will waste time getting to the information that matters.

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4. L&D decision-making from the ground up

Coming back to collaboration with senior leaders, there seems to be a growing two-way street when it comes to decision-making too. In particular, when decisions are being made around learning needs, technology and HR tools. Now, we’re seeing a more cross-functional approach to selecting tools and tech, and 

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4. L&D decision-making from the ground up

it’s one of the most pleasing employee development trends from a team-building and social learning perspective. Think about it, if you speak to people early on, take their feedback onboard and get them excited about the tool at the ground level, you stand a far better chance of them using it. And if you let managers come to you with suggestions, 

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5. Building communities around learning and collaboration

Humans are social beings, and that applies to how we learn! And given the disconnected and distributed teams we’ve become over the past two years, it’s no surprise that more brands are now building a community around their development and through online learning.  Typically that’s through a mix of live classes, interactions that 

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5. Building communities around learning and collaboration

happen around those and on-demand content that allows people to learn independently. When you’re bringing people with common interests and shared goals together, you’re able to drive impact at scale by upskilling multiple people at once. Given that the group will be packed full of different experience and skill levels, it’s fertile ground for them to learn 

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5. Building communities around learning and collaboration

from each other, make collective progress and enhance their leadership or mentoring skills.

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6. Digital-first learning and a changing role for classroom learning

Classroom training and in-person courses are like an L&D comfort blanket, they help people tick a training box and pack people off for a day or two.  The biggest pitfall here is mindset, which we should be shifting to ‘apply first’. We need to understand someone’s workflow first, building learning around the situations in which 

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6. Digital-first learning and a changing role for classroom learning

they’ll be applying knowledge and the problems they’ll be solving in their day-to-day role. And the past couple of years took that blanket away, driving L&D teams to deliver both synchronous and asynchronous online learning. 2022 needs to be the year we resist the urge to revert to type! Now is the moment to start using classroom training more 

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6. Digital-first learning and a changing role for classroom learning

intentionally. We need to consider when it will be effective, how digital-first resources can help those sessions run smoother and ensure the knowledge gained is transferred and applied to the employee’s role.

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