Shifting Your Learning Content From Black And White To Technicolor



You’re Still Broadcasting In Black And White

Next-gen learners are looking for a fully immersive, colorized experience that reflects the world they live in and makes room for their unique perspective when it comes to their expectations for effective and impactful training and development opportunities. Don’t worry! You’re not alone in shifting your learning content to color. And this isn’t a reflection on your passion for creating and delivering an exceptional learning experience. Most companies are feeling the pressure of trying to keep up with the breakneck speed that next-gen learning is evolving at.

For example, a Deloitte study found that 74% of businesses are still in an experimentation stage when it comes to figuring out their approach to Artificial Intelligence (AI). The only way to successfully play catch up is to embrace the evolution. Identify your gaps and strategize the most efficient ways to bridge them. We can help.

You Can Be The One To Introduce Color And Quality

The good news, however, is that Lucille Ball and Desi Arnaz became the television industry’s first millionaires. How’d they do it? Their unprecedented success followed a bold, daring negotiation that is widely considered to be one of the sharpest business decisions in the history of American entertainment. When network execs denied the expense of shooting a television series on high-quality film, Lucy and Desi insisted, even offering to foot the bill for the extra expense under the condition that they would retain ownership of the films, which ultimately led to the invention of “reruns.” Decades later, CBS re-aired a colorized version of I Love Lucy’s holiday special, which had been the first in television history. The takeaway: quality content pays for itself.

If you’re ready to usher in unprecedented success for your organization, then it may be time for some bold and daring negotiations of your own when shifting your learning content! The key to becoming an employer of choice to the future workforce is in adapting your Learning and Development (L&D) structures to meet evolving expectations and advancements.

Here, we delve into several pragmatic, foundational approaches you can adopt to future-proof your Learning and Development strategy, particularly focusing on its pivotal impact areas. These strategies aim not only to fortify your organization against future uncertainties but also to ensure its resilience and adaptability in an ever-evolving landscape of learning and skill development. By implementing these actionable steps, you can lay a robust groundwork that empowers your L&D initiatives in shifting your learning content so that it can thrive amidst dynamic challenges and emerging trends, thereby fostering continuous growth and innovation within your workforce.

Gen Z Priorities

1. Growth And Advancement Opportunities

Show that growth and advancement opportunities are accessible and prioritized by conducting regular assessments to identify skill gaps. Then follow through by tailoring upskilling initiatives to meet the specific needs of your learners.

2. Continuous Learning

Foster a culture of continuous learning while reinforcing relationship-building through the use of knowledge-sharing platforms, where employees can share tips and tricks laterally, and the implementation of coaching and mentorship programs, where employees can benefit from generational wisdom.

3. Promote A Culture Of Well-Being

Promote a culture of well-being by working to reduce the stigma associated with seeking help for mental health issues. Encourage your leadership to share their own experiences and initiate an open dialogue with their team. Take it a step further by training managers to recognize signs of stress and burnout among their colleagues so employees can receive timely support.

Engagement

1. Create A Sense Of Belonging

Increase your employee retention rate and improve employee satisfaction by building a sense of belonging in the workplace. This is the investment that will turn employees into ambassadors, colleagues into collaborators, and a company into a community.

2. Level Up

Level up. According to LinkedIn’s Workplace Learning Report, providing opportunities for and communicating the benefits of internal mobility has the potential to boost retention, build workforce skills, produce organizational agility, and engage learners [1].

3. Leverage Learning Arcs

Leverage learning arcs, which use data from learner personas to determine what your employees are most interested in and how they learn best, to design highly personalized learning pathways that feel intuitive, relevant, and motivating.

Technology

  1. Don’t skip the brainstorm
    Get clear about what outcomes you want to achieve by leveraging Artificial Intelligence (AI) so you can find solutions that will meet the specific needs of your employees.
  2. Subscribe to an AI-specific newsletter
    Do this to stay up-to-date. Check out this list of the best AI newsletters to follow in 2024 [2].
  3. Start with small changes that can make a big impact
    Improve employee motivation by using AI to automate time-consuming, repetitive tasks that no one likes to be bothered with, like scheduling and data entry.

References:

[1] 2023 Workplace Learning Report: Building the agile future

[2] 35 Best AI Newsletters For 2024 With Reviews



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