The second question focuses on the impact of the crisis specifically on the L&D offer, and most responses confirm what we’ve been reading in L&D blogs and articles in recent weeks: that the face-to-face (F2F) learning offer in all organizations was stopped within 24h, and L&D is now either converting their offer into online formats or waiting for the post-crisis era to determine how to proceed. Many experts, however, indicate that F2F learning formats will not return soon, influenced by travel restrictions and the understandable anxiety of spending time with bigger groups.
The final question explored which new activities L&D has prioritized based on crisis needs. Four areas were highlighted by L&D leaders as new priorities and validated by senior leaders in their organizations:
support the workforce to work remotely
provide an online offer for staff health and wellbeing
develop leaders to take the reins in times of crisis – empathy, leading remotely, etc.
reskill target groups, for example reskilling airline stewards for healthcare roles
It is amazing to see how well organizations have managed to transition their learning offer, in terms of their content and (online) methodology. L&D professionals have shown great resilience and creativity by pulling together new digital programs for their workforce colleagues in a short time span. All the while they had to deal with new remote-working challenges, like dealing with uncertainty, staying healthy, home-schooling children, finding the best home office environment, and staying connected through digital tools.
For this short-term offer the delivery channel is purely digital, including virtual classroom sessions, with focus on access and speed rather than perfection in curricula. The use of digital communication tools in the learning process, such as Zoom, Microsoft Teams, and Webex, has exploded. Development processes have been simplified and L&D response teams have provided much-needed remote working and wellbeing programs. The main challenge in the first weeks of this transition was that most employees were not in “learning mode” at all.
To find out the 4 priority areas and medium & longer-term perspectives for L&D, click here or click the button below...
Continue reading the article
Register here for the New Learning Era webinar happening 28th May or click the button below.
Register for the webinar