Leading with Learning

Excerpts from LinkedIn Learning

The impact of COVID-19, technological change, and the economic downturn are sure to usher in a period of rapid workplace changes for months—if not years—to come. The organizations that will rise from the chaos will be the ones that understand how to become more resilient amidst this change—and even find ways to thrive in the workplace of the future.

Now that learning budgets are aligned to deliver learning virtually, the next challenge that L&D faces is how to do it successfully. The big opportunity for L&D professionals is in creating the right blend of live virtual experiences and online learning content, or blended online learning.

Short Term Plan
While in-person training remains largely impossible, blended online learning is the way L&D pros expect to deliver learning programs for the next three months.

Long Term Plans
Even when employees return to work, blended online learning will be the primary way that learning programs are delivered post COVID-19.

Upskill and reskill by offering choices and only train on the skills gaps.
“When a large group of employees needs to be deployed into new roles, first evaluate their knowledge, capabilities, and skills. If possible, give them options that are both a good fit for their skill sets and what best serves the business. Once they choose a career path, then focus learning programs on closing the skills gaps required for the new role. Lastly, evaluate the effectiveness of that training and their performance to ensure a successful transition.”

Lou Tedrick

VP, Global Learning & Development, Verizon (Basking Ridge, New Jersey)