Training Industry Magazine - Winter 2023 - 21

but they must also understand the shift
from role-based training to skill-based
learning experiences.
L&D Professionals
Aren't Set Up for Success
Consider, for example, skills-based
talent management, which perfectly
demonstrates the need to shift from
content creation and role-based training
to learning that happens overwhelmingly
on the job and in project teams. This
strategy helps organizations define the
relationships between tasks, skills and
qualifications. It's about knowing your
people's abilities. L&D pros are expected
to create the infrastructure to identify
skills an employee needs to develop to
succeed in their role.
Working in the L&D function requires
strong knowledge of instructional design
and adult learning theory. But today's
L&D professionals must also be able to
lead strategic workforce transformation
initiatives, drive learning targeted at
improved team effectiveness, connect
learning and business needs, analyze
data and have solid business acumen. Are
they prepared for all this?
According to McKinsey's 2021 Global
Survey, 23% of all workforce transformations
fail during the planning phase. The failure
rate jumps to 35% during implementation.
The survey suggests that failure is partially
due to the fact that transformation efforts
aren't tied into the day-to-day. It's quite
possible that these transformations don't
reach their full value because employees
leading these initiatives aren't equipped to
do so.
To return to the airplane metaphor, think
about the flight attendants' pre-flight show.
In case of an emergency, passengers are
advised to put on their oxygen masks
before they help others. Not that L&D
professionals are careening toward an
emergency, but to help their organizations,
they must think about themselves first.
Bringing Future
L&D Skills in Focus
The question then becomes, where
should L&D professionals focus their skill
As a general rule, more is never better.
development? To return to LinkedIn's
2022 Learning Report, operations saw
a 54% growth year over year. Corporate
training is at 38%, followed by 29% for
HR management, and 24% for people
development. Learning management
systems are at 19% year over year,
followed by 14% for analytical skills and 13%
for engineering and finance. In " Futureproofing
L&D: Developing the Right Skills, "
RedThread Research recommends that
L&D professionals should focus on skills
within the following categories:
* Leadership: Leading inside and outside
the L&D function.
* L&D core: Building the capabilities of
the workforce.
* Business core: Understanding and
aligning with business strategy.
* Data and decision-making: Using data
for making better decisions.
* Managing relationships: Building and
maintaining relationships, internal and
external to the L&D function.
* Personal readiness: Helping individuals
and functions readily adapt to changing
environments.
* Technology: Leveraging tech to upskill
the workforce.
This
list isn't
surprising. With the
increasing need to support workforce
transformations, L&D professionals are
actively upskilling. How does this look for
leadership, the L&D core, the business
core, and data and decision-making?
Upskilling in Action
Acquiring or enhancing skills doesn't
have to be cumbersome or
timeconsuming.
It's best to start small and
add one new tool, model, framework or
TRAINING INDUSTRY MAGAZINE - WINTER 2023 I WWW.TRAININGINDUSTRY.COM/MAGAZINE
Because designing learning experiences
with the help of empathy maps or learner
| 21
resource at a time. It's about sharpening
the professional arsenal while keeping
modern learning approaches in mind.
Additionally, L&D professionals must
remember that, as a general rule, more
is never better. Run from content-heavy
course offerings and head toward
curated, relevant, quality content.
Leadership
Consulting, coaching, leading others, and
motivation and engagement are high
up on the leadership skills category list.
L&D professionals are not only leading
significant workforce transformation
initiatives, but they are also becoming
much more involved and intentional about
employee development. This is shown in
the inclusion of more learning methods
and the integration of more development
opportunities into the workplace.
This benefits learners in more ways than
a broader opportunity. As organizations
move from being reactionary to being
proactive, from just-in-case to just-in-time,
L&D professionals can guide the hearts
and minds of both leaders and employees
through these transitions using skills such
as consulting and coaching.
L&D Core
Even though L&D professionals are
now a part of workforce transformation
conversations, the original job of creating
employee learning experiences remains.
It's not surprising that L&D core skills are
on the list. What is surprising are some of
the other skills listed within this category -
such as the ability to upskill the workforce
and human-centered design - pointing
to a more holistic approach to training
and learning that supports adaption in a
changing work environment.

https://trainingindustry.com/glossary/adult-learning-theory/ https://trainingindustry.com/magazine/spring-2022/the-future-of-work-requires-development-equity/ https://trainingindustry.com/magazine/spring-2022/the-future-of-work-requires-development-equity/ https://www.mckinsey.com/capabilities/people-and-organizational-performance/our-insights/successful-transformations https://www.mckinsey.com/capabilities/people-and-organizational-performance/our-insights/successful-transformations https://trainingindustry.com/articles/personalization-and-learning-pathways/6-tips-to-create-just-in-time-learning/ https://trainingindustry.com/glossary/human-centered-design/ https://trainingindustry.com/articles/content-development/creating-learner-personas-for-learning-success/ https://www.trainingindustry.com/magazine

Training Industry Magazine - Winter 2023

Table of Contents for the Digital Edition of Training Industry Magazine - Winter 2023