In an era of transforming business ecosystems, the L&D (Learning and Development) sector is being driven into what is referred to as ‘polycrisis’ mode. This was highlighted in a recent online discourse that stressed the escalating demand for a practical, streamlining operating system (OS), transcending the traditional ‘wish list’ approach.
L&D teams across businesses are grappling with a plethora of challenges, driven by the digital age’s incessant pace. From global pandemics disrupting conventional training modules to the constant bombardment of technological innovations demanding rigorous upskilling, businesses are grappling with one crisis after another. This polycrisis reality underlines the need for a more resilient, adaptable structure, hence the call for an operating system in L&D.
Contrary to the old-fashioned checklist or ‘wish list’ system which highlighted desirable training attributes and was inflexible to changes, the proposed OS intends to deliver an agile L&D platform. It offers a holistic approach integrating employee learning and growth into every aspect of a business, complementing its culture, values, and goals. An operating system for L&D not only maps out learning paths, goals, and skills inventory but also provides real-time adaptability for necessary changes, spurred by evolving training needs or crisis management.
Analyzing recent virtual discussions and seminars, it’s clear many L&D stakeholders endorse this structured adaptation. They urge replacing sporadic training lists with an OS designed to adapt and evolve in real-time, facilitating a seamless learning experience amidst any crisis.
Digital learning strategist, Helen Blunden, shed light on the benefits of this systemic approach during a recent webcast. She emphasized that an L&D OS allows continuous learning, engaging employees, managers, and leaders in the training process. It provides detailed information from multiple touchpoints, adapts to changes faster, and facilitates informed decision-making.
Given the high-speed digital transformation, L&D demands are becoming increasingly complex. The OS approach offers relief in this context. It can digitize the learning space, streamlining operations to manage crises more efficiently. For instance, during the recent pandemic-induced remote work structure, an agile L&D OS could quickly modify learning modules to accommodate virtual classrooms while tracking individual progress, minimizing disruption and stress.
The case for an L&D operating system has gained significant traction amid L&D professionals and business analysts alike. As Dani Johnson, co-founder and principal analyst at RedThread Research stated in a recent webinar, “We can’t afford to have L&D initiatives that add no value. We’re in a polycrisis mode, and we need a system that works, not just a wish list.”
There is overwhelming acceptance that the shift from a ‘wish list’ model to an OS for L&D is an urgent requirement. As echoed in the virtual seminar by eLearning expert, Clive Shepherd, “Operationally, wish-list thinking can’t cut it anymore. We need systems that can handle complexity and manage crises.”
The assertion underscores the need to ditch conventional, static systems under unprecedented business volatility pressures. L&D teams are being impelled across sectors to re-evaluate their strategies, with many prioritizing the adoption of a suitable operating system. It could well be the catalyst required for fostering authentic, robust learning experiences that are resilient to the challenges presented by the polycrisis era.
Already, numerous global companies are investing heavily in L&D, with a specific focus on operative systems capable of tackling crises. For these companies, the impetus is on streamlining learning paths and creating an inclusive and robust learning culture—precursors to sustainable growth and profitability.
With the world far from seeing an end to crises of varied types, the concept of polycrisis and the demand for an L&D OS will only get more pronounced. It’s high time businesses understood the gravity of the situation and began earnest strides towards an operating system for L&D over a crisis-prone ‘wish list’.
