Transforming learning and development

What’s Next?

Companies that take the time to develop the managers of today and invest in the leaders of tomorrow will improve their business results, culture and retention. Stay up to date on the latest articles, webinars and resources for learning and development. Certificates Master Classes Course Search. Developing managers to be better coaches and providing front-line, on-the-job training is crucial to retention.

Here are a few things to consider. Create a culture that encourages and rewards learning.

Strengths-based learning programs improve sales, profits and employee engagement. Offer a diverse menu of learning options.

Transforming learning & development at Honeywell Building Solutions

Companies that take the time to develop the managers of today and invest in the leaders of tomorrow will improve their business. December 14, Dr. However virtual business may now seem, we still belong to a physical world; even Amazon recently established its own physical bookstores. Younger employees may spend more time online and be more comfortable with mobile applications.

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Indeed, corporate academies provide an unparalleled opportunity for employees to share experiences with fellow participants and to connect with company leaders. Many best-practice corporate academies deploy their top executives as visiting faculty; GE, for instance, has long used its most senior leaders in many learning programs. A major Asian oil and gas company we know includes the number of days senior executives spend in such teaching capacities in their performance evaluations.

The value of this interaction is particularly high for companies that operate across businesses and geographies. That said, learning is an expertise, no less than disciplines such as marketing or finance.

Companies that are serious about modernizing their skill-building efforts as digitization transforms corporate learning must attract and develop leaders with deep experience in this unique function. Some global organizations are even sending senior personnel to a new executive doctoral program, launched by the University of Pennsylvania, designed specifically to prepare CLOs and other senior executives for success as educational and talent-development leaders.

5 technologies that are transforming corporate learning

Ultimately, we believe, the future of corporate academies lies in blended learning, which combines classroom forums, in-field applications, personal and results-oriented feedback, and online engagement. There is no magic number for allocating time between digital and in-person learning; different industries, and different companies within them, must determine the mix that makes the most sense for their circumstances and capability-development priorities. Connectivity allows organizations to meet many of the most important learning objectives: In our company, there is a strong alignment between learning and our overall business strategy.

Farsighted corporate leaders understand the value proposition. When critical training programs became mandatory, a leading financial institution we are familiar with boosted its level of engagement and morale and halved its absentee rate for key positions. Across many dimensions, the effects of corporate learning—especially in the digital age—will find their way to the bottom line. Corporate academies are poised for change on the order of magnitude experienced a century ago, when they developed from low-level workshops into mature institutions. The disruption now underway is remarkable, representing a transformation even when compared to what had been standard practices at the end of the 20th century, when the focus was largely on classroom-based learning.

Transforming Learning for the Digital Age

Achieving the next level of change—akin to the revolution that Amazon brought to retailing—will require a nimble balance between digital and physical platforms, cultural messaging and technical content, and real-time and actively shared learning. The sudden emergence of a more digitally engaged generation and the stepped-up pace of technological change suggest that time is of the essence.

Successfully navigating the coming transformation will require not just a shift in tools and approaches but also an agile, engaged organization. McKinsey uses cookies to improve site functionality, provide you with a better browsing experience, and to enable our partners to advertise to you. Detailed information on the use of cookies on this Site, and how you can decline them, is provided in our cookie policy.

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Surveys show that employees appreciate a sense of autonomy, and self-service training gives it to them. For example, an individual may prefer to learn at their own pace via online resources, while another individual may prefer 1: The adoption of self-service content puts HR in a different role.

With the commodification of training content, HR can shift its focus from in-house learning management systems LMSs to curating a wide range of internal and external materials.

Deloitte warns that employers face a stark choice: Many employers have already introduced video into their training programs, but the value of such materials remains open to debate. For example, some HR professionals have found that training videos can be too long for employees to maintain attention, undermining the long-term value of this approach.

Rather, consider adapting your video materials for microlearning, where training is delivered in short, bite-size clips ranging from 30 to seconds.