Do more than just survive: fine-tune your L&D processes as you face unexpected skill demands
Learning agility implies adapting learning methods and habits in times of uncertainty.
Simply put, an agile learner will have no problems or fears when acquiring new skills through unfamiliar methods or when faced with a pressing deadline. As a best practice, short and relevant educational content works best for helping employees stay in the loop as they work.
Learning agility shouldn't be confused with agile learning. The latter refers to applying common Agile principles like breaking down the learning process into sprints or moving training faster.
Learning agility goes hand in hand with “just-in-time” learning. Individuals or companies can use this approach to prepare their training materials for when a new need arises. Having the resources at hand on time makes for immediate and automatic learning. Employees can learn at their own pace and no longer need to wait for development interviews and manager validation. On-demand courses can be taken at any point when they need that information, so they won’t have to wait months for the course to start.
To implement just-in-time learning properly, look beyond general skills. Up-to-date product information and company policy changes along with skill-related courses should all be part of your L&D company database.
By 2025, both learning approaches should become second nature within your organization. This will give both employees and your company the chance to use custom development pathways to grow.
Ensuring these are regularly updated according to industry standards and upcoming talent demands will make the success of your team members an easy feat. All they have to do is log into your platform and access the course they need, just in time for them to acquire the knowledge and skills they need for a project.
