Learning is changing faster than L&D departments can keep up:
“Fifty-six percent of current workforce skill sets do not match the changes in their company’s strategy, goals, markets, or business models.” — ATD, Bridging the Skills Gap, 2015
However, forward thinking CLO’s have found success creating learner-driven organizations that empower workers to share their knowledge and take ownership of their own personal development. This is a new way of thinking, leaving many L&D leaders struggling to identify the right combination of tools and skills within their teams.
As leaders look at upgrading technologies and capabilities within their organizations, there’s a legitimate fear that their leap forward won’t take them to the front — that they’ll continue to be behind their competition.
It’s an important time for corporate learning leadership to take stock of their learning investments, and create the strategies and solutions that will take them through the next decades.
So where can you start?
First, better understand the capabilities you should be optimizing for in The Buyer’s Guide to The Near Future of Learning Technology from Degreed.