illustration of leadership training options

The use of learning and leadership training solutions has been greatly on the rise over the last decade or so, especially e-learning. In fact, for the past 16 years, small businesses have increased their use of e-learning by 900%, making online learning the new normal. (SmallBizTrends) Despite that, a recent survey from the Brandon Hall Group showed that 44% of companies are unhappy with their current LMS. 

The landscape for employee learning and development solutions is swiftly shifting to meet the growing need for a new type of approach that emphasizes leadership training, soft skills training, continuous and reinforced learning, and more. Here are five things that L&D professionals are prioritizing in 2020- and things you should consider as well.

1. Evaluating the impact of learning

Investing in any learning and development solution is admittedly a risk. L&D professionals are not only tasked with the challenge of finding the right solution for their organization- they are also responsible for evaluating the impact of that solution, affirming that it is working, providing ROI, and proving out a use case for the continued use of the solution. In one survey, 96% of respondents said they want to measure learning, but only 50% are evaluating learning based on ROI, organizational impact, and job performance. In 2020, L&D professionals will be more selective and have more questions about how they can measure the impact of a selected learning and leadership training solution.

How to get it: Look for an L&D solution that offers visibility into usage rates, as well as assessments that help you see improvement across your team over time

2. Getting managers to make learning a priority for their teams.

The positive effects of leadership training won’t go very far if there is not buy-in from managers, and traditionally, this has been a blind spot for organizations. According to the 2020 Linkedin Learning Report, 83% of L&D pros said that executive buy-in is not a challenge, but only 27% of L&D pros report that their CEOs are active top-down champions of learning across the organization itself. As a result, a reported 32% of L&D professionals are prioritizing activating managers to encourage employees to make time for learning.

How to get it: Look for solutions with features that allow managers to directly engage with their teams, such as the ability for managers to recommend specific content to team members. 

3. Focusing on soft skills training.

It is not a secret that employees will continue to need continuous reskilling of more technical skills as technology evolves and the technical skills needed for success at work evolve.. Despite this, learning and development professionals are quickly seeing the value of training that focuses on soft skills, which have a much longer shelf life. In fact, research says that in 2020, L&D professionals are placing the highest priority on skills like leadership and management (57%), creative problem solving and design thinking (42%), and communication (40%). In 2020, the best learning and leadership training solutions will be the ones that focus on these soft skills.

How to get it: Look for solutions that provide meaningful training that focuses on how to be a good employee, a good leader, and a good person through honing in on skills like empathy, giving and receiving feedback, and more.

4. Providing microlearning that fits into the flow of work.

Many employees – 94%, to be precise, see the potential career benefits of making time to learn. Despite that, only 49% said they don’t have the time to learn at work. This year, L&D professionals will be seeking to move past the traditional model of offering one-off corporate training seminars that can be forgettable and difficult to reinforce. They will be looking for solutions that make it easy for employees to fit learning experiences seamlessly into their work.

How to get it: Look for solutions that offer micro-learning experiences, such as learning exercises that only take 5-10 minutes to complete.

5. Exploring blended learning solutions.

While many L&D professionals are trying to move away from seemingly bland corporate seminars, that does not mean that in-person training is going to be eliminated altogether. Infrequent in-person training experiences can be difficult for employees to carry over into their day-to-day work lives, but the combination of meaningful and interactive in-person workshops combined with online microlearning that reinforces the learnings from the workshop can be extremely valuable and effective. L&D professionals will begin exploring these types of solutions more in 2020.

How to get it: Look beyond learning solutions that go beyond simply providing a content library, towards solutions that provide a combination of online and in-person learning experiences that reinforce one another.

Employee learning and leadership training solutions are getting a new face, and in 2020, L&D professionals will be shifting their priorities to learning solutions that emphasize leadership training, soft skills training, continuous and reinforced learning, and more.

Finding a solution that covers all of these priorities can be difficult. At Verb, we are an employee learning and development company that provides ongoing leadership training for the whole team. Unlike conventional content platforms or in-person training, Verb delivers curated, high-quality content through scalable blended learning. Want to learn more about how Verb can help you reach your 2020 L&D goals? Contact us today to schedule a demo.

Leave a Reply

Your email address will not be published. Required fields are marked *