What’s next for L&D?

Last week I attended the keynote of the annual Learning Live conference held by the LPI. It was a talk by Jamil Qureshi and he was sharing his insights into human motivation and ambition. It was entertaining and delivered without PowerPoint, which is always fun to see.

I attended by virtue of the keynote being live streamed by Learning Now TV. I was very grateful for this technology being used and helped me feel included. I was able to contribute to the live Twitter feed as if I were present and had fun interacting with others on the backchannel.

I think we’re in a position now, as an L&D profession, where there’s really very little else insight available to us. What I mean is, everything that we need to know about the human condition is available to us. With the speed of information and knowledge now available to us, there’s not a lot we can’t find out about when we need to know.

Keynotes and the likes at conferences are starting to push us to think about similar things.

We need to be more aware of how to use technology to enable better learning. Using Yammer for internal dialogue isn’t the same as using it for learning purposes.

We need to experiment more with learning delivery methods. Lunch and learns and bitesize learning are very common these days. But how do people share that knowledge and how can we know if that knowledge gain was useful to them?

We need to be better at providing coaching and mentoring support to colleagues at all levels across the organisation not just to the top talent. There’s a difference between being a manager who’s a coach and having people practise peer coaching.

We need to advocate for better learning solutions which look at the system not just the stated need. If a person attends assertiveness training but can’t be heard because of a culture where it’s hard to be heard, that’s not an assertiveness problem.

I think we’re at a point where L&D can start to push those boundaries in the organisations we’re part of. As practitioners of the delivery of learning solutions, we’re in privileged positions of insight and business need. Providing solutions which are innovative and creative, though, (Like the LPI did in livestreaming the keynote) thats where the challenge lies for L&D.

And part of me wonders, am I just repeating a broken record?


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Sukh Pabial

I'm an occupational psychologist by profession and am passionate about all things learning and development, creating holistic learning solutions and using positive psychology in the workforce.

2 thoughts on “What’s next for L&D?”

  1. Sukh, I’m glad the technology allowed for seamless inside/outside the room participants of Jamil’s ideas. Looking at the Twitter feed, I didn’t know where you were! Allowing learning to happen when people need it, works. It increases engagement and involvement; your story here is proof of that. Exciting times we live in.

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