{"id":61734,"date":"2022-05-04T19:55:09","date_gmt":"2022-05-04T19:55:09","guid":{"rendered":"https:\/\/explore.local\/2022\/05\/04\/people-centric-learning-builds-better-future-of-work\/"},"modified":"2025-04-04T19:59:37","modified_gmt":"2025-04-04T19:59:37","slug":"people-centric-learning-builds-better-future-of-work","status":"publish","type":"post","link":"https:\/\/degreed.com\/experience\/fr\/blog\/people-centric-learning-builds-better-future-of-work\/","title":{"rendered":"How People-Centric Learning Builds a Better Future of Work"},"content":{"rendered":"\n

Businesses tend to adapt to modern advancements \u2014 embracing computers, cell phones, remote conferencing and more. Yet those adjustments are often reactive. Companies don\u2019t always prepare for the next big change.<\/p>\n\n\n\n

Just look at what L&D pros are doing right now: They\u2019re navigating away from in-person classes and steering toward virtual learning. They\u2019re going from competency models to skill strategies<\/a> and tossing out on-paper completion forms in favor of advanced, dynamic learning experience platforms<\/a> (LXPs) \u2014 all in response to advancements in the world of work. And it\u2019s keeping them busy.<\/p>\n\n\n\n

But what would happen if learning pros stopped to ask \u201cwhat\u2019s next?\u201d They\u2019d get to decide how to make learning better, to reimagine the future of learning<\/a>, instead of waiting for the next big shift. <\/p>\n\n\n\n

Imagining what learning will look like six months, a year, or even five years from now is exactly why industry experts gathered for recent Degreed Insight events for North America and Europe. Speakers and attendees explored how they \u2014 and the industry \u2014 can make new, limitless strides.<\/p>\n\n\n\n

\u201cIf our technology is inherently upgradeable, so are we,\u201d said Vidya Krishnan, Chief Learning Officer at Ericsson.<\/p>\n\n\n\n

Changing learning tactics and methods before knowing<\/em> what\u2019s next is a challenge. The good news is that answering \u201chow?\u201d is something L&D pros excel at.<\/p>\n\n\n\n

\u201cWe know that change is constant and change will happen,\u201d Janice Burns, Chief People Officer at Degreed, said. \u201cFor us to properly prepare for change, for us to properly prepare for the future, we must be in a constant state of learning.\u201d<\/p>\n\n\n\n

\"\u201cFor<\/figure>\n\n\n\n

Speaker after speaker agreed: At its core, learning has to be about people<\/a>.<\/p>\n\n\n\n

\u201cIt\u2019s people that learn. And if we don\u2019t help people learn, then nothing is going to work,\u201d said Donald Taylor, Research and Chair at the Learning Technologies Conference.<\/p>\n\n\n\n

Your People Are the Future<\/h2>\n\n\n\n

Times change because people change. They explore new values and ideas \u2014 new normals. As a learning professional, it\u2019s important to keep that in your sights as you continue to enhance L&D at your organization.<\/p>\n\n\n\n

\u201cIf we\u2019re not pulsing and keeping track of how people\u2019s values are shifting, what they need, what they want, what they\u2019re experiencing, we\u2019re going to miss the moment,\u201d said Seth Mattison, Co-Founder and CEO of FutureSight Labs.<\/p>\n\n\n\n

One example of a value shift is a growing need for convenience in standard day-to-day work tasks and activities. It\u2019s become even more of a necessity as a result of the COVID-19 pandemic, and L&D professionals are re-evaluating strategies to meet people where they\u2019re at. But there\u2019s always more to do.<\/p>\n\n\n\n

\u201cLearning should be made easy,\u201d Krishnan said. \u201cThat\u2019s all about enabling our ecosystem to truly be an engine for skills at scale, so that the learning finds the people and not just the other way around.\u201d<\/p>\n\n\n\n

Giving your people space to learn also gives them space to help your company succeed. <\/p>\n\n\n\n

\u201cWe really believe that the growth of our people, in that sense, fuels the growth of our company,\u201d Krishnan said.<\/p>\n\n\n\n

L&D Pros Shape the Future<\/h2>\n\n\n\n

If people are going to learn their way to the future, the importance of your contributions as a learning and development professional is clear: you\u2019re impacting and shaping what work will look like tomorrow, Mattinson said. \u201cYou are in this incredibly unique position that you get to put your fingerprints on it.\u201d<\/p>\n\n\n\n

Tools and technologies are one way to help you achieve goals, but it\u2019s important to remember they\u2019re managed by people<\/a> like you. <\/p>\n\n\n\n

\u201cYou<\/em> are the magic,\u201d Mattison said. \u201cThere are all these new tools that are rolling out. . . But never forget that your greatest magic is the way in which you show up and the presence that you bring to the people around you, the courage and curiosity for them to lean into the future.\u201d<\/p>\n\n\n\n

Preparing and Improving the Future with Learning<\/h2>\n\n\n\n

You can shape the future with enhanced learning experiences. Here\u2019s how:<\/p>\n\n\n\n

Focus on people.<\/h3>\n\n\n\n

First and foremost, learning is done by people. Their experiences, values, interests and skills guide the journey. <\/p>\n\n\n\n

Taylor emphasized there is no one final destination of enlightenment in a learning journey. This gives L&D professionals an opportunity to focus on improving the experience. \u201cIt never ends, so how do we make that journey as effective, as pleasurable and as good for the participant as possible?\u201d<\/p>\n\n\n\n

A people-centric mindset can help you make the right decisions about your learning strategy. As long as it\u2019s focused on creating the best experiences for your people, you\u2019re likely on a good path and can use creativity to propel you from there.<\/p>\n\n\n\n

In that vein, learning leaders at Standard Bank Group stopped fulfilling any and all requests and shifted to a more thoughtful approach to providing valuable learning experiences.<\/p>\n\n\n\n

\u201cInstead of saying \u2018there\u2019s an app for that,\u2019 we say \u2018 there\u2019s a course for that.\u2019 And the moment the business jumps up and down, we reach out and create a course or a learning pathway,\u201d  said Lucy Voss-Price, Group Head of Learning at Standard Bank Group. \u201cAnd [our team] decided to focus much more on where that learning might take place, the conditions under which it might take place.\u201d<\/p>\n\n\n\n

Liberate knowledge.<\/h3>\n\n\n\n

Today, knowledge can be gained anywhere \u2014 not just in the confines of a training room. And that changes the role of L&D professionals.<\/p>\n\n\n\n

\u201cInformation has gone from being a source of power to being commonplace,\u201d Taylor said, noting that L&D professionals still often act as gatekeepers of information. Instead, they should acknowledge and appreciate the many forms learning can take.<\/p>\n\n\n\n

\"Today,<\/figure>\n\n\n\n

And as Kelly Palmer, Chief Learning and Talent Officer at Degreed, said: ensure learning is tracked. \u201cA lot of people are already learning in the flow of work, but they\u2019re not necessarily getting credit for it\u2026 The reality is that we\u2019re learning all the time, every day.\u201d<\/p>\n\n\n\n

Integrate learning into work.<\/h3>\n\n\n\n

Helping people find time to learn throughout the work day<\/a> is still one of the learning industry\u2019s greatest barriers to engagement.<\/p>\n\n\n\n

The key is to make learning at work inevitable<\/a> by weaving skill-building projects into day-to-day activities and real business goals. If work and learning become the same thing, it\u2019s much easier to make time to do it, Palmer said.<\/p>\n\n\n\n

Another important element connecting learning and work is collaboration. Use that connection to ensure teams already working together each day include people with a variety of skill sets and experience levels to use mentorship as another way to learn<\/a>.<\/p>\n\n\n\n

\u201cA great learning culture demands a great teaching culture where people making contributions to amplify the skills of others recognizes that this is how we learn,\u201d Krishnan said. \u201cBuilding skills is what happens to us on the way to solving problems that matter, together.\u201d<\/p>\n\n\n\n

When problems are solved collectively, it benefits the business as well as the individual. It also sets up a culture of adapting to challenges and addressing them head-on. <\/p>\n\n\n\n

Anticipate and embrace change.<\/h3>\n\n\n\n

With the right learning strategy, workforce development technology, and L&D team, you don\u2019t need to fear the unknown. <\/p>\n\n\n\n

And as the need for skills constantly expands and shifts, causing friction at fast-growing companies that struggle to keep up, focusing on skills sooner<\/a> rather than later can help avoid more problems.<\/p>\n\n\n\n

\u201cIf we do not focus on skills and they continue to change faster and faster,\u201d said Peter Sheppard, Head of Global L&D Ecosystem at Ericsson. \u201cThe pain points we\u2019re feeling right now aren\u2019t going to get any better. They\u2019re just going to get worse.\u201d<\/p>\n\n\n\n

Change can be scary. But if you\u2019re prepared, and if you make it about people, it can also be exciting and promising.<\/p>\n\n\n\n

\u201cJust have a bit of courage,\u201d Taylor said. \u201cStep out and do it and let\u2019s get the learning support to the people when they need it.\u201d<\/p>\n","protected":false},"excerpt":{"rendered":"

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