You still broadcast in black and white
Next-generation students 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. Do not worry! You're not the only one moving your learning content to color. And this is not a reflection of your passion for creating and delivering an exceptional learning experience. Most companies are feeling pressure to keep up with the rapid development of next-generation learning.
For example, a Deloitte study shows that 74% of companies are still in an experimental phase when it comes to figuring out their approach to artificial intelligence (AI). The only way to successfully catch up is to embrace 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 have become the television industry's first millionaires. How did they do it? Their unprecedented success followed bold, daring negotiations that are widely regarded as one of the sharpest business decisions in the history of American entertainment. When network executives denied the cost of shooting a television series about high-quality films, Lucy and Desi insisted and even offered to foot the bill for the additional costs on the condition that they retain ownership of the films, which ultimately led to the invention. of 'repetitions'. Decades later, CBS re-aired a colorized version of I love Lucy's holiday special, 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 around your own learning content! The key to becoming an employer of choice for the future workforce is adapting your learning and development (L&D) structures to meet evolving expectations and developments.
Here we delve into several pragmatic, foundational approaches you can use to future-proof your learning and development strategy, focusing on its critical impact areas. These strategies are intended not only to protect your organization against future uncertainties, but also to ensure its resilience and adaptability in an ever-evolving landscape of learning and skills development. By implementing these actionable steps, you can build a robust foundation that supports your L&D initiatives as you shift your learning content so it can thrive amid dynamic challenges and emerging trends, fostering continuous growth and innovation within your workforce.
Generation Z priorities
1. Growth and advancement opportunities
Demonstrate that growth and advancement opportunities are accessible and prioritized by conducting regular assessments to identify skills gaps. You can then tailor the training initiatives to the specific needs of your students.
2. Continuous learning
Foster a culture of continuous learning while strengthening relationship building through the use of knowledge-sharing platforms, where employees can laterally share tips and tricks, and the implementation of coaching and mentorship programs, where employees can benefit from the wisdom of generations.
3. Promote a culture of wellness
Promote a culture of wellness by working to reduce the stigma associated with seeking help for mental health issues. Encourage your leadership to share their own experiences and engage in open dialogue with their team. Take it a step further by training managers to recognize signs of stress and burnout in their colleagues so employees can receive timely support.
Involvement
1. Create a sense of connection
Increase the retention rate of your employees and improve employee satisfaction building a sense of connection in the workshop. This is the investment that turns employees into ambassadors, turns colleagues into employees and turns 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 drive retention, build workforce skills, create organizational flexibility and engage students. [1].
3. Use learning curves
Leverage learn arcsthat use learner persona data to determine what your employees are most interested in and how they learn best, to design highly personalized learning paths that feel intuitive, relevant and motivating.
Technology
- Don't skip the brainstorming
Clarify the results you want to achieve by using artificial intelligence (AI) so you can find solutions that meet the specific needs of your employees. - Subscribe to an AI-specific newsletter
Do this to stay informed. Check out this list of the best AI newsletters to follow in 2024 [2]. - Start with small changes that can have a big impact
Improve employee motivation by using AI to automate time-consuming, repetitive tasks that no one likes to deal with, such as scheduling and data entry.
References:
[1] Workplace learning report 2023: building a flexible future