Have you ever asked yourself these questions?
You don’t have to leave your job to change your life at work.
What if everything you needed at work was actually available to you, right now?
Many companies have Learning & Development leaders in Human Resources departments.
L&D is a systematic process to enhance employees’ skills, knowledge, and competency, resulting in better work performance. It’s a core HR function and a significant part of an organization’s overall people development strategy.
Corporate leadership teams understand the value of expanding employees’ skills and knowledge and they care enough to invest in an L&D program. This investment pays off in many ways, including the following:
- Attracting and retaining employees: People want to work for organizations where they can dive into their present and future interests.
According to a Gallup survey, 65% of workers evaluate job opportunities based on the availability of employer-provided upskill opportunities.
In addition, a Talent LMS survey indicates that 76% of employees are more likely to stay with a company that provides ongoing learning and development opportunities.
- Boosting employee experience and engagement: Employees gain confidence in their performance and feel inspired to take more initiative and pursue their career aspirations. This translates to higher morale, job satisfaction, and engagement.
- Bridging skills gaps: Organizations need to keep pace with technological advancements and frequent shifts in business concepts. This means supporting employees to face new challenges. Reskilling and upskilling individuals for specialized technical roles and developing their soft skills prepares the workforce to adapt, foster innovation, and meet the organization’s future labor needs.
- Empowering future leaders: Providing learning and development opportunities produces well-trained, educated employees who can take on new responsibilities and leadership roles. Many organizations create their own management training programs offering employees a tangible prospect for making their career aspirations a reality.
- Enhanced employer reputations: Since so many people are looking for growth opportunities in their jobs, fulfilling their goals to expand career opportunities is a must for improving a company’s brand. Employers that offer robust L&D have an advantage over others in the competition for top talent.
There’s not a one size that fits all learning method or technique that works for every individual or every organization. People have many learning styles, and organizations have a variety of learning objectives.
The 70/20/10 model is a popular approach to organizational learning. It breaks down the main ways in which learning happens:
- 70% of learning comes from informal, work-based learning. This occurs during new tasks, challenging assignments, and through supervisor feedback and informal conversations with peers.
- 20% of learning comes from developmental relationships. Employees can experience social learning through interactions with peers and mentors.
- 10% of learning comes from traditional coursework and training in a formal, educational setting.
This ratio may work for some businesses and functions, it’s certainly not a stand-alone approach. In some cases, all workplace learning occurs without formal learning.
Leadership Coaching
Coaching is a workplace relationship that focuses on empowering employees to grow and achieve their goals. The coach and coachee meet regularly for open dialogue, with the coach providing feedback, direction, and support.
There are several types of workplace coaching, such as:
- Performance coaching inspires employees to realize their full potential by honing their current abilities and learning new skills.
- Peer coaching is where two or more colleagues team up to share ideas, learn from one another, build skills, or collaborate to solve work problems.
- AI-based coaching leverages artificial intelligence to provide coaches with insight, augment coaching efforts, or exclusively do the coaching.
- Mentoring is a collaborative relationship that connects employees with someone they can learn from to grow professionally. Mentors serve as role models to the mentee. They listen, answer questions, and offer guidance.
- Skill building involves helping employees acquire new skills. The goal is to fill the organization’s skills gaps so it can achieve business goals and remain competitive. Examples of skill-building activities include new product training, customer service role-playing, and problem-solving games.
- Targeted training is another method for closing skills gaps. It combines formal and informal learning to meet individual learning needs. By pinpointing the most needed skills, organizations can distribute training resources efficiently. Just about any method can be used for this type of learning.
- Cross-training teaches an employee how to handle another employee’s role. When employees are cross-trained, they expand their skill set and understanding of the company’s operations. They can also cover for absent employees and pitch in when extra help is needed to distribute the workload.
- Remote training occurs online and is for employees who are not working from the same location. It can be held either at a set time with employees participating from different places (synchronously) or accessed on demand (asynchronously). Examples include webinars, online courses, and pre-recorded video lessons.
- New employee training is part of the onboarding process that teaches new hires how to do and be productive in their jobs. It’s customized to each role and can involve areas of instruction such as customer service techniques, how to use software, or how to operate equipment.
Coaching can ignite change and drive transformation across an organization. Connecting coaches with employees in a shared effort empowers a business to get where it needs to go.
Coaching expertise comes from rigorous training and years of hands-on experience working in business. They understand what a business and their people need to grow.
“A coach is someone who tells you what you don’t want to hear, who has you see what you don’t want to see, so you can be who you have always known you could be.”
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Our flexible programs are customized to you and your organization, whether you want one-on-one coaching or dynamic and engaging group coaching.