The last two years have yielded some valuable revelations for learning and development strategy. Business leaders, Human Resources (HR) and L&D leaders need to evolve their thinking about strategy in two ways to remain relevant in 2022 forward. It’s all a matter of strategy based on your best analysis of where the organisation is headed. Two notable points include:

1.     Shift focus from what is stable to what is changing. This will be different for organisations and for business units

2.     Broaden the number of stakeholders whose needs and potential contributions must be evaluated during the strategic planning process. For example, employees, facilitator, human resources, financial manager executives and directors

It is clear that organisations need to define the skills needed for employees to remain competitive. Upskilling and reskilling the workforce is most urgent. Corporate L&D teams need to step up and lead the way.

Upskilling is the process of learning new skills for workers to be more effective in their current career path, whether through internal training or external education. Reskilling is the process of learning skills so workers can perform an entirely different job.

The future of work is increasingly being automated, including some form of artificial intelligence (AI), digitisation and how fast things are moving in the workplace. Therefore, organisations need to build new skills that adapt to their purpose. Leaders are obliged to elevate L&D practices because every single organisation will go through digital transformation. Technology and learning tools and people must come together, whether in hybrid, blended and/or digital learning format.

For example, imagine the relevance of a marketing degree obtained 20 years ago. Marketing strategies today are digital. Degrees are excellent as a foundation but an individual needs to continuously build new skills. In other words, take stock of current skills, assess gaps and build new skills for the future.

Urgent skills are now categorised as power or technical skills. Power skills include collaboration, problem solving and communication. Technical skills include data analytics, cyber security, and artificial intelligence. Regardless of skill category, organisations and individuals must continuously build new skills, and digital savvy leaders are now in demand to change business models that leverages technology, HR practices and L&D strategies.

The future of work requires a commitment from both organisation and employees about evolving expectations around what work entails and where it is done, and employees seeking opportunities to continuously upgrade their skills. Reskilling and upskilling will be the necessary approaches.

Business leaders, HR and L&D recognise the workplace is changing – think about learning differently.

• Rita Sookrit works at learning and development company Hemsley Fraser. Send feedback and comments to [email protected] and [email protected]