Future-proof your organization with the right talent development strategy

How can a strong talent development strategy help prepare your organization for the future? Find out in this blog based on LinkedIn’s 2018 Workplace Learning Report.

LinkedIn’s 2018 Workplace Learning Report paints an interesting picture of the challenges organizations face to maximize the potential of their workforce. We take a look at the key insights and what they could mean for your talent development strategy.

The report surveyed 4,000 professionals made up of 1,200 L&D or HR professionals, 400 people managers, 200 executives, and 2,200 learners from North America, Europe, and Asia.

a talent development strategy can boost business success

Talent development and the challenge for L&D

Participants in the report identified soft skills such as leadership, communication and collaboration as the most important skills for L&D programs to target.

That’s because many believe the impact of automation and Artificial Intelligence (AI) will result in a decisive shift in the skills and qualities demanded of employees. It’s predicted that the majority of routine business activities will become automated or driven by AI innovations.

The challenge for L&D in this climate is to create a workforce that is engaged with learning and continuously develops their skills to adapt quickly to workplace changes.

Talent development should help learners make time to learn

A telling statistic from LinkedIn’s report is that 94% of learners would stay at a company longer if it invested in their career development.

At the same time, the top challenge reported by all groups in the survey was “getting employees to make time for learning”.

So learners want to develop their skills but struggle to make time to do so. What can L&D teams do to solve this problem?

As the report points out, getting employees to dedicate time to learning involves directing efforts at learning solutions that give learners the ability to learn in a way that suits them.

With 58% of learners in the survey stating they want to learn at their own pace and 49% wanting to learn at the point of need, digital learning programs are a great way to achieve this.

Microlearning, mobile learning, and just-in-time learning are three strategies that provide learners with what they need, when they need it, in a format that suits them.

An LMS with a mobile application, such as NetDimensions TalentSlate, gives your learners the power to take their learning on the go, to digest in small chunks when it suits them.

Mobile learning is essential to a strong talent development strategy

Your talent development strategy should focus on encouraging a growth mindset

Business leaders identified encouraging a ‘growth mindset’ within employees as the second most significant challenge facing their talent development teams.

Someone with a growth mindset, according to psychologist Carol Dweck, enjoys challenges, strives to learn and consistently sees the potential to develop new skills.

It makes sense that leaders promote a growth mindset in periods of rapid change. Employees who don’t strive to learn and embrace the challenge of adaptation will not support business success.

One way to target the development of a growth mindset is to give your learners a clear view of their development journey and map competencies required in their roles to learning programs.

NetDimensions Learning has a visual Learning Path feature that gives learners an at-a-glance view of their learning journey. This helps learners see the long-term view of their development and understand the potential that new skills could have for their career.

visual learning paths are a useful asset when developing a talent management strategyEmpowering managers is key to a strong talent development strategy

According to the report, “56% of employees say that they would spend more time learning if their manager suggested a course to improve skills.”

L&D teams may have suspected managers have a key role to play in talent development, and this statistic from the report seems to confirm this view.

When learners see their managers are invested in their development, they are more motivated to learn. And managers are often better placed than L&D teams to anticipate the skills their team members need to develop.

But time-poor managers can struggle to find the time to really engage with each of their team members’ learning journeys.

L&D teams need to make it easy for managers to become involved in their team’s development by providing tools that enable them to quickly track progress on individual development journeys.

NetDimensions’ LMS has features which give managers visibility on their team’s learning and development. For example, managers can go straight to their team page for at-a-glance performance progress on all their team members.

The right talent development strategy can make the difference between being able to respond quickly to change and getting left behind.

a talent development strategy boost employee engagementWant to find out how NetDimensions can help you implement an effective talent development strategy? Contact us today.

If you found this blog useful, you might also want to download our latest Insight, ‘10 LMS features you need for effective learning management’. Get it here.

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