{"id":60631,"date":"2017-07-25T15:46:44","date_gmt":"2017-07-25T15:46:44","guid":{"rendered":"https:\/\/explore.local\/2017\/07\/25\/3-skills-for-learning\/"},"modified":"2017-07-25T15:46:44","modified_gmt":"2017-07-25T15:46:44","slug":"3-skills-for-learning","status":"publish","type":"post","link":"https:\/\/degreed.com\/experience\/de\/blog\/3-skills-for-learning\/","title":{"rendered":"The 3 New Skills all L&D People Need"},"content":{"rendered":"

Most organizations are feeling the burn of the changes happening in L&D. 60-year careers, multiple generations, a dispersed workforce, decreasing skill tenures. It’s a lot to take on, and it’s putting more pressure on our team’s than ever before. As practitioners, we must be continuously well-versed in at least several areas of expertise to remain relevant and contributing.<\/p>\n

Enter the villain in the story – time. It’s something we’re all short on.<\/p>\n

So what if you only had time to get stronger in 3 places – where should you focus? Sarice Plate, Xilinx Senior Director of Global Talent Acquisition and Development, has advised her team to get savvy in the following:<\/p>\n

    \n
  1. Curation<\/li>\n<\/ol>\n

    It’s crucial to be able to make sense of the plethora of content that\u2019s available with the click of a button. Not only are we inundated with options, but how do we determine quality on the fly? There are tools like Facebook and Instagram that benefit from causing distractions, not to mention our phones buzz constantly at new alerts and Google returns hundreds of thousands of search results. It\u2019s important to cut through the noise and quickly find relevant content in the moment of need. Hellooooo curation!<\/p>\n

    \u201cCurators are the great librarians of our time, cataloging and prioritizing the best content,\u201d commented Caroline Soares, Director of Curation Services at Degreed.<\/p>\n

    2. Marketing<\/p>\n

    For today\u2019s L&D teams to be successful, they must also act as marketers, selling the need to continuously learn. \u201cWe need to appeal to our learners, and being \u2018appealing\u2019 is a marketing problem, not a learning issue. As learning people, we need to inspire employees, influence how they behave and compel them to engage with us and our learning, with the goal of motivating engagement,\u201d said Susie Lee, Director of Client Engagement at Degreed.<\/p>\n

    In her experience at Xilinx, Plate\u2019s team uses their marketing skills almost daily, working to influence the business, and increase stakeholder engagement. As digital transformation continues to saturate, they continue to find themselves more involved in curriculum design rather than just designing and setting up training courses.<\/p>\n

    3. Technical knowledge and data analytics<\/p>\n

    Technology is constantly changing, so, L&D practitioners are required to be more digitally savvy, and more technical than ever before. We must understand the tech our employees are already using, write and curate content that\u2019s exciting and consumable. To do that, we must understand consumption, behavior.<\/p>\n

    These might feel like these skills are completely untraditional for an L&D professional to have. And you\u2019d be right. But with 56% of current workforce skills set not matching organization’s strategy and goals (ATD, Bridging the Skills Gap, 2015<\/a>), we should do something different than we have been if we want to be successful. And it\u2019s not all bad.<\/p>\n

    \u201cWith the roll out of our new [learning] strategy, every member of my team is now engaged, helping with content curation, consulting with the business to build pathways, designing curriculum to best meet the needs of the business. It\u2019s truly been a shift for some, including myself, but we’re embracing it and we’re making the shift so far successfully. \u00a0I think the team overall feels more energized now and excited about our roles and how we can impact and build organizational capability,\u201d said Plate.<\/p>\n","protected":false},"excerpt":{"rendered":"

    Most organizations are feeling the burn of the changes happening in L&D. 60-year careers, multiple generations, a dispersed workforce, decreasing skill tenures. It’s a lot to take on, and it’s putting more pressure on our team’s than ever before. As practitioners, we must be continuously well-versed in at least several areas of expertise to remain […]<\/p>\n","protected":false},"author":118,"featured_media":60632,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"inline_featured_image":false,"footnotes":""},"categories":[579],"tags":[551],"post_folder":[],"class_list":["post-60631","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-learning-development-strategy","tag-learning-strategy"],"acf":[],"yoast_head":"\nThe 3 New Skills all L&D People Need - Degreed<\/title>\n<meta name=\"description\" content=\"Xilinx CLO recommends all her staff have marketing, curation and technical skills to be valuable in the workforce today. 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