They say every challenge is an opportunity. A blessing in disguise. This once-in-century pandemic has highlighted issues entrenched in our traditional training system dated back to the 19th century “Factory Model” education system. Yes, there has been technology intervention in the classroom but given the enormous influence that technology has left on nearly every sphere of our society, the same exponential impact didn’t quite happen in neither public nor in enterprise education. On the backdrop of Covid-19, as we gaze into the future of corporate L&D, we realized that we needed an ecosystem that could deliver great content, engage seamlessly and scale at-once, is contextual, agile and safely accessible from anytime, anywhere. Too much to ask for?
In essence, Covid-19 is a great time to dig out our best of the breed technical, social and economic collective might for transformational productive reform in corporate L&D space. It’s time to retrospect how to bring the ed tech and the big tech together, strategize to trigger greater adoption while being mindful of employees’ basic social and emotional needs and hold L&D investment in priority to bring the much-needed resourcefulness.
Below, we follow these three trends that could hint at future L&D opportunities.
A new L&D purpose on war footing: Desperate time needs desperate measures. The L&D mission approved in the third quarter will not hold much relevance due to changing circumstances. A new temporary mission statement is the need of the hour.