In a previous post on the history of declining training attendance, I showed how increasing competition for people’s time and attention has made it harder to fill training courses.
To address this, and ensure employees get the development they need for growth, we need modernization.
Specifically, L&D need to modernize the way they develop, promote and deliver internal training courses.
They must learn lessons from how external training providers get their programs to sell-out, and understand what motivates younger generations of employees to learn.
Failing to adapt invites extinction.
Imagine you were head of L&D for your organization in the mid-1990s (perhaps you were!). The potential applications of the Internet were just being explored, and many people were sceptical of whether it would really make a difference.
Over the following decade, huge opportunities for reducing costs and improving performance became available. If you hadn’t adapted, and learned how to work differently as a result, your organization would have suffered, and you probably wouldn’t have kept your job.
The same is true now.
If you fail to change, choosing instead to cling on to the same strategies you’ve used to date, expect the importance and relevance of L&D in your organization to fall, and eventually be replaced.
How is your organization adapting to better serve your employees’ needs for development?