The L&D Loop!

  Learning is constant. We have been learning since the day we were born. In today’s dynamic business landscape, continuous learning is essential for both employees and organizations. According to Bersin (2018), a strong learning culture enhances employee engagement, boosts productivity, and drives innovation. The big question is, how can organizations build a workplace where learning is a continuous, natural process? Let's explore some options. 1. Get Top Leadership involved Organizational leaders play a crucial role in fostering a learning culture. When the same people who rule the boardrooms, share their experiences, and participate in training programs, employees are more likely to follow their example. 2. Invest in multiple channels of learning We explored the 70:20:10 principle in a different article on this blog. The 70:20:10 principle is great way to foster continuous learning in the workplace, which is adapted even by major organizations like Google. A stud...

  The digital landscape of the corporate world has rapidly evolved in the past two decades. Taking Sri Lanka as an example, consecutive black swan events like the Easter attacks, the Pandemic and the economic crisis have forced businesses to either adapt or die. Just as businesses were forced to adapt to survive, corporate L&D also had to go back to the drawing board to understand how they can effectively deliver learning and development in this new normal. The less-than-ideal circumstances led the way to the popularization of hybrid and remote learning avenues. The COVID-19 pandemic accelerated the adoption of remote learning worldwide, with more than 70% of companies increasing investment in digital L&D solutions (Bersin, 2021). How do hybrid and remote learning models work?    While hybrid learning blends traditional classroom trainings with digital learning, allowing employees to engage in both environments (Means et al., 2013), Remote learning is en...

Corporate L&D has evolved greatly over the years. We’ve moved from a culture of classroom trainings to hybrid-learning, microlearning and very lately, AI based learning. However, the foundation of learning remains constant despite the world evolving around it. This is where the 70:20:10 model of learning and development comes into play. The 70:20:10 model was developed in the 1980s by researchers at the Center for Creative Leadership (Lombardo & Eichinger, 1996).  The 70% - Experiential Learning Experiential learning refers to learning on the job, through practical experience and hands-on work (Kolb, 1984). Employees develop skills by tackling real challenges, making decisions, and reflecting on their experiences. Experiential learning happens through work tasks and projects that push employees beyond their comfort zone. Studies indicate that employees retain more information when they learn by doing rather than by passively absorbing content (Marsick & Watkin...

  To remain competitive in today’s corporate world, it’s vital for organizations to invest in continuous employee learning. Mentoring and coaching are two examples that are creating a lot of buzz in corporate L&D. Are mentoring and coaching the same thing? The short answer is no. Mentoring is a structured, long-term relationship where an experienced professional (mentor) provides guidance, knowledge, and support to a less experienced employee (mentee). Mentoring offers an element of personalized learning that is customized to fit to an individual’s needs and career aspirations (Kram, 1985). Coaching on the other hand, is a short-term, goal-oriented process in which a coach helps employees improve specific skills and performance areas (Whitmore, 2017). Unlike mentoring, which focuses on long-term development, coaching focuses on achieving immediate professional goals. What is better? Mentoring or Coaching? While both mentoring and coaching contribute to employee learni...

  AI has completely revamped the way organizations approach all business functions, including Learning & Development. AI based learning is the new kid on the block. It’s revolutionizing corporate training, by improving employee engagement, and driving business performance. Let’s dive in and understand how. 1. Curated learning through AI-Driven Learning Paths AI’s ability to personalize learning experiences is a game changer. Traditional training programs are generic and may not cater to individual employee needs. AI-driven Learning Management Systems can analyze employee performance, skills, and learning preferences to recommend customized learning paths (Johnson, 2023). For example, in the organization I work in, the LMS’s come equipped with AI- powered machine learning algorithms and chatbots that can suggest learning content based on an employee’s job role, past training, and KPIs. Research by Deloitte (2023) found that organizations using AI-based personalization in...

  L&D used to focus on traditional training programs that were catered generically to a large pool of learners. Not only did this fail to address individual learning needs, but it also showed lower learner engagement and poor ROI on the job. Organizations, having understood this, have now moved towards personalized learning paths. A personalized learning path tailors training to address employee’s skill gaps, KPIs, and even their unique learning styles. This article explores how personalized learning paths boost employee engagement and drive better organizational performance. 1. Curated learning = Increased motivation Employees are more engaged when their learning content is more relevant to them. Studies (Deloitte, 2019) show that organizations that provide customized learning opportunities see a 20% increase in employee engagement. Organization XYZ, where I work at, encourages curated learning as well by investing in platforms like LinkedIn Learning and Cousera wh...