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The future of learning and development

At times it feels like we are in a digital learning arms race, with exciting new products promising to deliver newer, quicker and more engaging ways to deliver learning.  

Research* shows that the transition to offering digital learning as part of an organisations strategy can be slow, and sometimes painful. Regardless of this, there remains a desire among most organisations to adopt technology based learning support tools and programmes.   

It is important to recognise that whilst the benefits of digital learning are clear, how organisations implement their strategy, based on their own unique culture, leadership and, importantly, the will and mind-set of its people, will ultimately depend on its success. Thefutureoflandd (1) 

The good news is that learners are increasingly expecting to be able to access learning and support networks digitally, at the time of their choosing.  This approach goes a long way to encouraging a true learning culture and can help L&D teams become quicker at responding to business needs.     

We spend a lot of time at Bray Leino Learning helping organisations transition from the traditional two pronged classroom/e-learning approach to a more holistic design of learning methods, generally based on the theory of the 70/20/10 model.  It is important to have a strategy that supports on-the-job learning.

According to the Learning Trends Index, a massive 76% of those questioned don’t have a strategy for informal learning. As a first point of call, L&D teams must have a clear strategy before they can look at the best methods for a training intervention, such as online communities, helping the business achieve its goals.

Another joint report published this year by CIPD and Towards Maturity on “L&D Roles and Skills” highlighted that over the next two years a greater emphasis on skills such as Social and Collaborative learning facilitation, Online learning delivery, Coaching/Mentoring and Content and Instructional design is anticipated.

Whilst this can be a minefield and sometimes a little overwhelming, remember to try and keep things simple:

  • Have a clear L&D strategy and plan
  • Continuingly develop as an L&D team to stay ahead of the game
  • Know your strengths and weaknesses as a team and plan where you would need to bring in external help
  • Talk to the business and ensure that any learning intervention and investment in technology is aligned to the business strategy
  • And finally, be brave! L&D have a remit to help their business perform through the development of its staff. Arguably one of the most important functions of a business.

Want to know more about how to develop an outstanding learning culture and strategy? Chat to us today to find out more.


Stuart Ford, Learning Solutions Sales Consultant, Bray Leino Learning

In my series of blogs I will talk through my thoughts on some of the key challenges facing Learning and Development professionals, along with useful tips and advice.

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Copyright © 2015 Bray Leino Learning

*The LPI research companion

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/Stephanie Morgan Discovering the future value of L&D

Wednesday June 13, 2018

Recently I wrote about what the Transformation Curve means for the future of L&D, and it got me thinking about the differing debates on how we measure the value of learning. In order to stay relevant in our organisations, we need to make sure that the value of learning keeps up with the evolving and changing nature of workplace learning.

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