The learning and development trends to look out for in 2022

The learning and development trends to look out for in 2022

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1. Reskilling is essential to address talent gaps

Research by the CIPD reveals that high-performing organisations are now investing in strategic learning to drive the skills needed in future work and using learning as an enabler of agility.  In addition to this, a McKinsey & Company survey reveals that a staggering 87% of respondents say their organisations are either experiencing skills gaps 

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1. Reskilling is essential to address talent gaps

now or expect them within the next five years. Topping this year’s annual Global Sentiment Survey, reskilling and upskilling play a key part in closing talent gaps as we adapt to these changes. For leaders, there’s a demand to be able to manage remote teams and demonstrate exemplary leadership during 

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1. Reskilling is essential to address talent gaps

periods of stress and unpredictability.  If employers are intent on retaining current employees, they need to focus on providing them with a clear pathway for career development.

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2. Personalisation is a key driver for learning culture

A content strategy is more often associated with marketing, but the skills of marketing are becoming increasingly useful in L&D.  By definition, a content strategy “focuses on the planning, creation, delivery and governance of content.” This includes all forms of content—whether that’s text, images or other multimedia. To ensure 

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2. Personalisation is a key driver for learning culture

learning content is targeted, relevant and useful, a robust content strategy can make or break engagement.  It’s the ‘what’, ‘who’ and ‘why’ of your learning content, key to helping you curate the right content to the right people at the right time. Take a good look at the content you plan to make available. 

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2. Personalisation is a key driver for learning culture

What do learners really need to know in order to achieve the learning outcomes?  Does that lengthy article you plan to share really provide value or is it simply an unnecessary extra to bulk out your resources? Remove anything which is not immediately relevant and consider a range of options for your learning content.

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3. To link data with performance, L&D must move closer to the organisation

According to Towards Maturity’s Learning Benchmark Report, high-performing organisations who see performance improvement as a critical outcome of their work enjoy the benefits of reduced time to competence, increased productivity and improved organisational revenue. Learning initiatives should begin with business goals in mind.

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3. To link data with performance, L&D must move closer to the organisation

How will learning help to achieve these goals (if, of course, learning is the right solution at all)? How can individual performance help to drive these outcomes? Access to the relevant data provides L&D with the opportunity to assess and predict the business outcomes of learning interventions in line with the overall aims. 

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3. To link data with performance, L&D must move closer to the organisation

Determining from the outset what the problem is and how learning can provide a solution is essential for creating the necessary links.  Without knowing what to look for, it’s all too easy to get lost in metrics and reports that fall short of value generation.

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