Lors de notre revue des tendances de l’année passée, nous avons mis en lumière l’essor de la formation basée sur les compétences et de la personnalisation assistée par l’IA. Cette année, alors que cette dynamique se poursuit et que l’IA continue de gagner du terrain, nous élargirons également notre regard au développement du leadership, mais aussi au suivi précis d’indicateurs qui permettent de démontrer clairement l’impact positif du développement des équipes sur les entreprises.

En 2025, les responsables de la formation les plus avisés misent sur la montée en compétences grâce à l’IA, sur des stratégies de formation adaptées à l’entreprise et sur un développement centré sur l’humain. En parallèle, les entreprises abandonnent peu à peu l’approche consistant à multiplier les solutions, qui conduit souvent à une déferlante de contenus de formation disparates.

Quelles sont les tendances à adopter et celles à éviter ? Voyons tout cela de plus près.

Tendance : miser sur le L&D optimisé par l’IA

L’IA transforme le L&D en profondeur, de la planification globale des effectifs aux expériences de formation individuelle pour les collaborateurs de première ligne. Pourquoi cela ? Parce qu’elle promet une montée en compétences plus efficace, un engagement accru et une évolution constante des équipes en phase avec les besoins réels des entreprises.

Les organisations les plus innovantes exploitent l’IA pour les actions suivantes :

• Identifier les déficits de compétences et optimiser les stratégies de développement des talents pour y remédier 
• Concevoir des programmes de L&D alignés sur les objectifs de l’entreprise  grâce aux données de compétences basées sur l’IA, aux analyses d’effectifs et aux prévisions en matière de talents
• Mettre en œuvre des stratégies de formation à l’échelle de toute l’entreprise pour créer plus rapidement du contenu, offrir des recommandations plus pertinentes et proposer un coaching personnalisé aux collaborateurs, etc.

« Après 20 ans de bouleversements dans le développement des connaissances et des compétences, tout change à nouveau », a déclaré Max Wessel, co-PDG de Degreed. « Grâce aux progrès de l’intelligence artificielle, nous pouvons aujourd’hui imaginer offrir à chaque apprenant le meilleur professeur possible, directement à portée de main. Les possibilités semblent infinies, quel que soit le secteur d’activité, l’entreprise ou l’individu concerné. »

Avec l’IA au service du développement des équipes, chaque collaborateur apprend exactement ce dont il a besoin en fonction de ses compétences existantes, de ses objectifs et des priorités de l’entreprise. Les organisations comprennent désormais que la clé d’une formation efficace réside davantage dans la curation que dans l’accumulation. Elles utilisent l’IA pour identifier les meilleurs contenus, créer des parcours de formation alignés sur les compétences et coacher individuellement les apprenants, en veillant à ce qu’ils trouvent des supports pertinents et de haute qualité, rapidement et facilement.

À éviter : négliger le facteur humain

Loin d’être un concept futuriste, l’IA transforme déjà concrètement la formation et la planification des effectifs. Elle ne remplace toutefois pas les collaborateurs. Les CLO les plus avant-gardistes tirent parti de l’IA et de l’expertise humaine pour s’assurer que leurs effectifs disposent des compétences essentielles à la réussite de l’entreprise.

Technologie centrée sur l’humain

Les entreprises vont au-delà des systèmes LMS pour créer des écosystèmes de formation holistiques, qui répondent aux besoins immédiats des collaborateurs tout en favorisant un développement continu. Au lieu de proposer des formations isolées et une déferlante de contenus, les organisations investissent dans des solutions qui renforcent la formation au fil du temps, en privilégiant l’engagement, le suivi des compétences et l’application dans le monde réel plutôt que le taux de complétion.

Les stratégies de formation modernes mettent l’accent sur la relation humaine par le biais du microlearning, du coaching et du partage des connaissances entre pairs. Les responsables encouragent l’engagement avec des programmes structurés tels que les académies Degreed, les cercles de mentorat et les discussions entre pairs, ce qui prouve que la formation sociale est la clé de la rétention des compétences et de la croissance à long terme.

Formation en groupes et en cohortes

La formation collaborative favorise la responsabilisation, les discussions approfondies et l’application des connaissances dans le monde réel. Les collaborateurs retiennent davantage lorsqu’ils apprennent les uns des autres. La formation en cohortes encourage la résolution de problèmes, le partage des connaissances et le travail en réseau, ce qui en fait un élément remarquable de toute stratégie innovante et globale en L&D.

Priorité aux soft skills

À l’heure où l’IA prend en charge des tâches plus complexes, les compétences personnelles (« soft skills »), qui demeurent l’apanage de l’humain, sont plus précieuses que jamais. Les responsables de la formation les plus avisés investissent dans le développement de ces compétences non techniques, telles que l’adaptabilité, l’intelligence émotionnelle, la pensée critique, la communication et le développement d’un état d’esprit axé sur la croissance.

Tendance : adopter la formation basée sur les compétences pour un réel impact

Les diplômes universitaires ouvrent peut-être des portes, mais ce sont les compétences qui assurent le bon fonctionnement des entreprises. Les organisations sont de plus en plus nombreuses à délaisser les titres traditionnels au profit d’une approche de la formation basée sur les compétences, permettant ainsi à leurs collaborateurs de développer des aptitudes concrètement utiles. Au lieu de cocher des cases, les entreprises investissent dans des programmes de perfectionnement qui s’alignent sur leurs objectifs, rendant la formation plus pertinente, plus personnalisée et plus efficace.

Cette approche profite à la fois aux collaborateurs et aux employeurs : tandis que les premiers peuvent mettre en valeur leurs compétences au-delà du CV, les seconds prennent des décisions plus judicieuses en matière d’embauche et de développement des talents. Grâce au suivi des compétences assisté par l’IA et aux parcours de formation dynamiques, les équipes de L&D passent de modèles de qualification dépassés à des stratégies agiles, axées sur les compétences, qui préparent les équipes à l’avenir.

À éviter : négliger le développement du leadership

Le leadership n’est pas une caractéristique figée ; c’est un ensemble de compétences qui doit être affiné en permanence. Plutôt qu’un cours de management en accéléré, les dirigeants de demain ont besoin de vivre des expériences issues du monde réel, de s’entraîner à la prise de décisions et de développer leurs compétences personnelles.

Pourtant, encore trop d’organisations ne consacrent qu’un effort ponctuel au développement du leadership, croyant à tort qu’un cours ou un séminaire en management leur apportera des résultats à long terme. Au lieu de miser uniquement sur des formations théoriques, les entreprises à fort impact offrent aux responsables actuels et à ceux qui aspirent à le devenir un large éventail de possibilités de développement.

Comme toute autre compétence, un bon leadership nécessite de la formation continue, du coaching et du mentorat. Il repose aussi sur une expérience pratique et un feedback en temps réel qui aide les apprenants à s’adapter à de nouveaux défis d’entreprise.

Tendance : établir un lien direct entre le budget et les résultats

Les responsables de la formation qui démontrent le lien entre les investissements en L&D et les résultats de l’entreprise assurent à la fois la pérennité de leur budget et leur influence. Ceux qui ne le font pas seront toujours perçus comme un simple centre de coûts.

Si vous essayez de montrer comment la formation contribue à la productivité, à l’innovation, à la fidélisation des talents et à la croissance globale de l’entreprise, ne vous contentez pas des habituels indicateurs du L&D. Les organisations clairvoyantes investissent dans l’analyse des compétences et le suivi des performances, en privilégiant des données explicites qui établissent un lien entre les initiatives de formation et les principaux résultats de l’entreprise.

What’s not hot? Random learning content dumps

Not all learning experiences are created equal. Random learning content dumps—massive, unorganized collections of articles, videos, PDFs, notes, and more—are often more overwhelming than helpful. While they might at first seem like a goldmine of knowledge, their lack of structure, curation, and context can make meaningful insights elusive.

Dépourvues d’orientation ou de progression logique, ces collections donnent lieu à des chasses au trésor frustrantes plutôt qu’à des expériences de formation efficaces.

Are you ready for what’s next?

Today’s most innovative learning is skills-first—for employees and leaders. It’s human powered and AI enabled. And it’s measured more comprehensively than ever, to ensure it drives business success.

Is your business ready? Let’s find out together. Schedule a personalized one-on-one call with a Degreed expert today.

The post Tendance ou pas ? Les approches à adopter par les responsables de la formation en 2025 appeared first on Degreed.

This is the second post in a series on building skills for Diversity, Equity, & Inclusion (DEI). See the first.

DEI skills—such as critical thinking, cultural intelligence, and psychological safety—are no longer optional; they’re essential to a thriving, resilient organization that can adapt to rapid change.

By developing DEI skills, leaders and employees can create inclusive environments where diverse perspectives thrive, fostering a culture of belonging that boosts resilience, engagement, and innovation. Key DEI skills bridge the gap between rapid technological advancements and the human connection needed for collaboration—and they might just prove essential in helping your organization meet its most important objectives. 

Organizations looking to navigate periods of significant change need DEI skills to remain agile and resilient. Navigating change means more than responding to technology shifts; it’s about ensuring your people are equipped to thrive in an inclusive, fast-paced environment.

As periods of change become the norm, prioritizing DEI skills is key for organizations to stay competitive and agile. Whether it’s enhancing knowledge sharing or building resilient teams, focusing on DEI skills is the path to a truly adaptive, inclusive, and thriving workplace.

The Leader’s Role in DEI Skill Development

Leaders in particular play a crucial role in championing DEI skills. Why? Leaders empower individuals and managers to support inclusive practices and create a culture of belonging that drives engagement, grit, and resilience at a time when people need it most. Executive Leaders can prioritize DEI skills to foster an environment where psychological safety and diverse perspectives drive growth.

Engaging managers and leaders in DEI skill conversations begins with equipping them to act as skill coaches, fostering open dialogue and modeling inclusive behaviors. This process involves providing targeted training and tools to help leaders recognize and mitigate bias, facilitate psychological safety, and encourage diverse perspectives within their teams.

By embedding DEI into regular performance discussions and aligning it with business goals, managers can actively support their teams’ growth while driving a culture of inclusion and belonging.

Choosing DEI Skills to Prioritize at Your Organization

As you assess which DEI skills need attention at your organization, let’s explore a few examples to get you started.

Remember that skills should be measurable and developable.

You might be tempted to choose skills like compassion or empathy. These are important, but under scrutiny they’re revealed as inherent human traits. In other words, how can an employee get better at empathy? On the contrary, DEI skills allow for the evaluation of proficiency and improvement over time. To find out more on this, take a deeper dive into skills vs. competencies.  

Key DEI skills and the benefits they offer include:

• Critical Thinking. This helps employees recognize and address biases, question assumptions, and make fair, reasoned decisions that align with inclusive values. It helps them understand how best to utilize and evaluate AI tools. It’s not only about problem-solving; it’s essential for uncovering and addressing unconscious biases in decision-making and enabling fairer, more inclusive practices.

• Psychological Safety. This is about creating an environment where individuals feel secure sharing ideas without fear of judgment, and it’s vital to inclusion. Psychological safety builds trust and encourages diverse perspectives, allowing innovation to flourish while creating a foundation of trust and respect. Psychological safety is pertinent to all levels of an organization.

• Resilience. This is the ability to adapt to challenges and recover from setbacks. It supports employees as they navigate change, including shifts toward greater equity and inclusion. Resilience is about equipping teams to thrive even during difficult times, which is essential for fostering a workforce that remains engaged and supportive.

• Cross-Cultural Agility.  This is about understanding and adapting to diverse perspectives in a way that drives better team collaboration. It helps individuals work productively across different backgrounds, enhancing communication and collaboration.

• Inclusive Communication. This involves learning techniques to actively listen, mitigate biases, and foster open dialogue. Inclusive communication allows for better understanding among team members and creates an environment where all voices are heard and valued.

• Equitable Decision-Making. This involves systematically ensuring fairness in processes like hiring or promotions through choices that are both inclusive and unbiased. Equitable decision-making lays the groundwork for fair practices that help attract and retain a diverse workforce.

Each of these skills is developable, actionable, and measurable. The important action is identifying skills to develop that are essential to DEI  as well as accomplishing your company’s goals.

How to Develop DEI Skills Aligned with Company Goals

Rather than viewing DEI as a standalone initiative, savvy organizations will recognize that DEI skills are directly tied to broader business objectives—for example, boosting innovation, increasing employee engagement, or improving customer satisfaction.

Step No. 1: Identify DEI skills that align with business goals.

Start by identifying a few essential DEI skills that align with your company’s strategic objectives. For example, if your goal is to foster innovation, focus on skills like creativity and cultural awareness, which support diverse thinking and collaboration. If the goal is to improve team resilience during times of change, prioritize skills like psychological safety and adaptability.

Step No. 2: Define clear outcomes for skill development.

It’s essential to clearly define what success looks like. Do you need employees to gain deep proficiency in one area, or is a broader understanding of multiple skills more valuable? Asking for both breadth and depth can lead to burnout, so keep the focus on a few key skills and make sure progress is measurable. This specificity will also help you track progress and make adjustments as needed.

Step No. 3: Take action with small, scalable steps.

Don’t wait for perfect data or a lengthy approval process to get started. Quick wins like engaging employees in discussions about skills or launching targeted training programs can build momentum. Analyzing employee skill profiles, for instance—to identify gaps in psychological safety or cultural awareness—might quickly help you pinpoint where to start. This in turn could help make your overall implementation process more responsive and agile.

Step No. 4: Provide targeted resources and training.

Asking employees to develop DEI skills without adequate resources is a recipe for failure. Ensure they have access to workshops, peer-to-peer learning groups, stretch assignments, and learning content that supports their growth. Be wary of blanket training programs, as these often lack the focus necessary to address specific skill gaps. Instead, opt for tailored learning experiences that address your organization’s unique needs.

A Note About Creating Lasting, Measurable Mentorship Programs

A mentorship program is a wonderful tool in the DEI toolbox. But if it’s your only tool, you’ve made a mistake. While many mentorship programs created during the DEI push of 2020 had good intentions, they often lacked long-term sustainability. To create lasting impact, mentorship initiatives must have clear goals and ongoing support. 

Leaders should be accountable for fostering inclusive cultures and providing mentorship aligned with measurable outcomes. Specific skills tied to a program can help define clear goals. By establishing structured, goal-oriented mentorship that complements other DEI initiatives, organizations can sustain DEI momentum and build a stronger, more inclusive talent pipeline.

The Measurable Impact of DEI Skills

Organizations that invest in DEI skills are building a foundation for sustained performance and adaptability, creating a workforce that’s not only more diverse but also more agile, innovative, and resilient. Integrating DEI skills into company strategy isn’t just about “checking a box.” It’s about making an investment in the long-term health and competitiveness of your organization. 

With the right DEI skills in place, your organization is better equipped to navigate change, embrace diverse perspectives, and drive lasting progress.

Degreed Professional Services

Hali Linn is a Learning Strategy Consultant on the Degreed Professional Services team.

Degreed Professional Services partners with business leaders and learning pros to explore learning strategies, technology goals, and questions. Book a free and private consultation.

The post DEI Skills in Action: A Step-by-Step Guide to Driving Change appeared first on Degreed.

Watching the Olympics every four years was a big event in my family. But it wasn’t until 2023 that I even considered I’d have a chance to participate in anything remotely related to an Olympic event. That’s when I learned organizers of the 2024 games in Paris had created opportunities not only for elite athletes, but also for the rest of us—including amateur long distance runners like me.

The Marathon Pour Tous, or Marathon for All, sounded incredible. Amateur athletes could run the same course as the elites on an original and historic 26.2-mile loop linking Paris and Versailles—winding from the Hôtel de Ville through nine city districts to the Esplanade des Invalides—a path traveled by Parisian mothers during the French Revolution who marched for food amid famine. 

But there was one big catch. I literally had to win a lottery to get into the race. The chance to participate came down to a series of lucky draws—and winning a spot took me dozens of tries over several months.

After I crossed the finish line early Sunday morning with more than 20,000 other runners from around the world, clocking in with a respectable time of 5 hours and 32 minutes, I reflected on this journey and kept coming back to one simple yet powerful concept—being persistent and showing up.

Is being persistent a skill?

“Keep showing up” were the words two-time Olympian Des Linden said after winning the 2018 Boston marathon, when she was asked how she stayed motivated after years of narrowly missing a chance to ascend to the top of the podium. “Every day I make the choice to show up and see what I’ve got and to try and be better. Keep showing up.”

Winston Churchill said that “Success is stumbling from failure to failure with no loss of enthusiasm.”

Hellen Keller said that “A bend in the road is not the end of the road, unless you fail to make the turn.”

While the notion of being persistent as a buildable capability might seem a bit fuzzy, research suggests it’s a skill people can develop—in their work and in their personal lives—by shifting their attitudes and dialing in their points of view. 

Writing in Inc., author and motivation expert Jeff Haden cites a wealth of research explaining that persistence derives from decision-making. Data came from who else but long distance runners, specifically 200 participants in 155-mile multistage desert ultra-marathons.

Evidence emerged showing a causal relationship between the participants’ coping strategies and whether they finished their races. As Haden notes, some of the runners “used what the researchers called ‘adaptive coping strategies.’ Instead of seeing suffering as happening to them, they decided to see their extreme discomfort as a challenge: As something they chose. (Which, of course, they had.) Or finding ways to ignore or distract themselves from the pain. »

On the flip side, Haden notes, “some participants fell prey to ‘maladaptive coping strategies.’ Like feeling scared by the discomfort and pain they experienced. Or seeing a certain level of pain as a clear signal to stop. (Which, to be fair, seems a reasonable response.) 

“The bottom line? A single occurrence of a maladaptive coping strategy tripled the chances a participant would drop out of a race.”

Persistence: My Ticket to France

I couldn’t just sign up for the Marathon Pour Tous and get a race bib. Nobody could. Would-be participants had to complete running challenges tracked by an official app that entered them into the selection lotteries.

I downloaded the app, synced it to my Garmin watch, and began participating in as many challenges as I could. Over the span of 20 months, I completed a whopping 55 challenges.

All that effort got me into 55 lotteries—and I didn’t win any of them. But I never gave up. What I didn’t know was each completed challenge gave me another entry into one final draw.

Finally, in April, at the last possible moment, I received the email I’d been hoping for—and it was time to start training for THE marathon.

The Rigors of Getting Ready

My training regimen included five days of running each week, with a mix of long runs, hill tempos, track sprints, and easy runs based on heart rate. As marathon prep demands, my training at times got rigorous, pushing my weekly cumulative distance to 50 miles during peak weeks. I paid close attention to my overall health, weight training twice a week and monitoring my body composition.

One of the more challenging aspects was adjusting to the time zone and preparing for a night race. My group’s start time was 10:10 p.m., meaning I would be running until around 3 a.m. This required careful planning around sleep, nutrition, and hydration, especially considering the physical toll of long-distance travel and jet lag.

Crossing the Finish Line

I was blown away by the crowds and spectators! In some places, they were eight to ten people thick, and their cheers felt deafening. There were definitely places along the route where I struggled, but hearing people shout “Allez, Lynn!” (French for “Go, Lynn!”) helped me stay excited, and I forget how much it hurt to run a hilly, 26-mile race. 

Finishing the race, my fifth marathon since I began running 14 years ago, reaffirmed my strong belief that the key to training for and running a long distance event—like so many things in life—is being persistent.

With dedication and the support of my loved ones, I worked to meet a goal that sometimes seemed out of reach.

The road to this marathon was not straightforward. It was filled with setbacks and moments of doubt. Some days, I didn’t feel like running, but I reminded myself of my objective.

Being persistent is a skill that has not only made me a better runner but also a more resilient person. 

Persistence can turn your dreams into reality.

The post Being Persistent: How I Crossed an Olympic Finish Line appeared first on Degreed.

With no margin for error, we kept calm, evaluated our options, and chose the least awful exit plan. I slowly backed over the unexploded mine, steering in reverse along my original tire tracks while paying the utmost attention to every minutiae. We got lucky that day.

Years later, after I’d left Iraq and Kuwait and transitioned out of the military, I worked in instructional design. Our team was hosting a highly visible internal training webinar. We had senior leaders watching, presenting, and attending. But shortly after the event began, technical difficulties brought the whole thing to a halt.

A sense of panic spread. But I fell back on my training and went into troubleshooting mode. I knew how to stay calm under fire, a skill I’d honed on the battlefield.

We got that webinar back online. Getting myself to a point in my career where I could succeed in the private sector wasn’t so easy, however. For former service members like myself, the path to civilian employment is often fraught with uncertainty at nearly every step.

We all can do more to help veterans—business and L&D leaders alike.

Transitioning from military work and life to civilian work and life is a challenge faced by 200,000 military personnel who leave the U.S. armed services annually. That equates to nearly 550 people every day.

An alphabet soup of federal agencies including The Department of Veterans Affairs, and The Department of Defense provide a wealth of support through 45 government programs.

“Helping veterans overcome challenges to transitioning to civilian life—such as unemployment, homelessness, mental health issues, and disability-related issues—is essential,” according to the U.S. Government Accounting Office (GAO). “However, agencies could improve some of these supports and services.”

In some cases, lackluster outreach, stifled collaboration, deficient monitoring and data, and ambiguous goals hamper the success of the federal assistance programs, according to the GAO.

In addition, a wide range of state programs and nonprofit groups including the Veterans of Foreign Wars (VFW) provide similar services. For many former service members, admirable initiatives like Civilian Ready, Veterans Transition Support, and Fourblock are lifelines to a new life chapter.

Like any newly-hired employee—whether it’s someone fresh out of college or already in the civilian workforce who’s coming from another company—newly-hired, transitioning veterans need support. They’re acclimating to not only civilian sector norms but also an unfamiliar company culture as well as the unique expectations of their new workplaces. 

As company culture champions, business leaders and L&D pros are well positioned to help vets acclimate. And they’re increasingly recognizing the benefits of hiring former service members.

Still, business leaders and L&D pros can do more.

Military skills are transferable skills.

For the tens of thousands of veterans facing the uncertainty of what’s next, it’s important to understand that identifying transferable skills, and then explaining how they’re transferable, is critical to career reinvention.

If you’re in L&D, there’s a big insight for you in that statement.

For starters, L&D leaders can lend support to their HR colleagues and promote an expanded, skills-first approach to hiring veterans.

As the analysts at McKinsey & Co. recently noted, “Traditional ways of hiring make it harder for many service members to land civilian jobs.”

However, “A hiring strategy that focuses on expanding the pool of potential talent can help communities by creating more and better job opportunities for a broader, diverse pool of workers. It can also provide upward mobility for millions of workers—including veterans—at a crucial time for the U.S. economy.”

Perhaps more importantly, L&D can create focused learning experiences that help former military members refine, expand, and apply the transferable skills they bring. The more L&D works with veterans, the more businesses will realize former service members are highly trainable. Why? If there’s one thing the military does well and a lot of, it’s train. We were constantly training. In modern day civilian terms, we were constantly upskilling and reskilling.

By embracing skills-first employee learning, companies “can build skills and retrain their existing workforces to prepare people for new roles,” McKinsey said. “Retention improves when workers find more opportunities to advance internally. Skills-based practices have a greater impact when they’re implemented across the whole talent journey, including in sourcing, hiring, and career development.”

Leaving the military wasn’t the only decision I faced.

When I separated from the U.S. Air Force, Security Forces with an honorable discharge in 2008, I had obtained the rank of E-6, or Technical Sergeant. It’s part of a grouping of ranks referred to as Non-Commissioned Officers (NCOs) who are also leaders. Along the way, I attended some of the world’s best leadership academies.

During my 10 years in the service, I led teams in daily state-side operations as well as combat operations in Iraq during the 2003 U.S.-led offensive. I also completed two tours in Kuwait. All told, I completed seven overseas tours including six in the span of three years.

Air Force Security Forces are responsible for safeguarding base entry points, flightlines including runways and tarmacs, aircraft, conventional and nuclear munitions, and all the people and other physical resources on a base. During my tours, we also provided off-base buffer zone patrols, convoy escorts and security to and from Kuwait City International Airport. 

In the second half of my military career, I taught basic and advanced ground combat tactics at the U.S. Air Force Security Forces Academy in San Antonio, Texas. 

As I approached my seven-year mark, I thought about my future. Would I reenlist? If I did separate, what would I do? I considered a civilian police force or private security, but realized I was doing those things already.

My outlook evolved when someone asked me what I was passionate about. It was an easy question to answer. I’d always loved any kind of technology. And in my final years in the Air Force, I had also found a passion for teaching. That’s when I was introduced to the field of educational technology. I decided to make edtech, which married my passions, a big part of my future.

I would have loved more guidance early on.

My out-processing included a few classes on resume writing. They covered the differences between military and civilian writing, “business professional” and “business casual” dress, and common pitfalls to avoid like jargon or swearing.

While there were some good tips, those classes left a lot to be desired. I found some resume writing services in the private sector, but they were beyond my personal price range. Fortunately, I had a network of accomplished civilians around me who helped tweak my resume from military to civilian speak.

I also knew I needed formal education. That was (and all too often remains) the currency upon which talent is hired. I already had two associate degrees, one in criminal justice and another in technology and military science. But I knew those wouldn’t be enough. Indeed, I didn’t think a bachelor’s degree would even be enough, so I set my sights on a master’s degree.

Within three years I earned a bachelor’s degree in occupational education, focusing on criminal administration, and a master’s degree in educational technology. Ironically, this is where I began to learn that a degree was just a ticket to ride.

Civilian work challenges roiled me.

I quickly realized culture was the biggest difference between military and private sector employment.

In the military, I was in a position of leadership, so I was expected to speak clearly and directly to avoid misunderstandings and confusion.

After the military, I continually received feedback that I was too direct, which came off as harsh. I was shutting down conversations before they had a chance to get started, because I was quick to share my opinions when asked. My input wasn’t always well received. It was considered brash and authoritative and closed off to counterpoints. I had to soften my approach.

Then came the challenge of explaining my military experiences during civilian job interviews. Clearly connecting my ability to shoot at long ranges and clear buildings in urban environments to designing elearning and hosting webinars was unsurprisingly difficult.

I wouldn’t realize until years later that the biggest obstacle I faced during my transition was overcoming silent stereotypes of the military. Many civilian recruiters and hiring managers considered officers educated leaders and relegated enlisted personnel to less educated, less refined order takers. In my experience as an enlisted, noncommissioned officer, that equated to less desirable.

I don’t entirely blame recruiters or hiring managers for the misperception. It’s a byproduct of simply not having much if any experience with former military members. After all, less than 1% of all U.S. adults are active-duty service members and, in 2022, only about 6% of the U.S. adult population was veterans.

I had to learn to tell my transferable skills story.

On the day I drove over that mine, we headed off base in the afternoon, crossed some open desert into nearby oil fields, and traveled toward an old, abandoned police outpost. There wasn’t anything special about our Humvee. It wasn’t armored, and we probably had the doors off to counter the heat of the day.

I caught a glimpse of something dark shaped like a large dinner plate in the sand. But by the time I saw it, it was too late. We had to assume it was not random ordnance. How deep we were into the minefield was anyone’s guess. 

And so, we had a decision to make. Drive forward? Turn around? Retrace our tracks and drive over the mine again?

To be a good leader, you also have to be a good follower. You need to work with others to overcome challenges like we did that day in the desert.

As my civilian career progressed—as I made more connections, had more job interviews, and got more feedback along the way—I realized that talking about my skills in ways that highlighted how transferable they were made a huge difference.

Every advanced combat and specialty school I ever attended wasn’t really about advanced tactics. Obviously, we learned new things and practiced those new tactics, but it was more about leadership. Can you lead, whether formally or informally, under harsh and stressful conditions, with little to no sleep, food or water for days on end?

To lead and operate as part of a team requires discipline and an unwavering work ethic. To survive in an environment where anything that can go wrong can and usually will go wrong demands problem-solving and adaptability. Communication and decision-making are equally critical.

More and more, I extrapolated transferable skills from my experiences. 

Veterans, learn to tell your skills story.

Explain how your military skills translate to the civilian sector,  because they are 100% transferrable and relevant.

Part of that story will be written on a resume, and there are so many more options to help with that than there were 15 years ago, from Microsoft Word templates and generative AI tools to thought leadership posts on LinkedIn and even professional resume writers.

Just like in the military, train and get feedback. Use LinkedIn to find veteran groups and other veterans, and don’t be shy about asking for help. Connect with anyone who will listen as you practice sharing your transferable skills story out loud. Ask people to pay attention to your tone and the phrases you use. Military people like you sometimes have a way of speaking you might not always be aware of.

Hiring managers, listen below the surface.

Think more broadly about who you’re evaluating for new positions. Past experiences can serve as valuable indications of future performance. When evaluating former military personnel, or anyone for that matter, think about what people’s past experiences can tell you about their infinite potential.

I can do more than drive a vehicle in and out of a minefield. That was luck. But I can remain calm in a high-pressure situation. I can think critically and formulate a plan of action on my feet. I can consider options based on their merits, adapt, and act. I can lead.

Decipher those types of skills and you’ll find the talent you’re looking for. Remember, you can teach business practices, specific product knowledge, and PowerPoint. But you can’t teach potential, tenacity, or unwavering commitment.

Think about the value in someone capable of following orders and executing a plan. Whether the person was a commissioned officer or a noncommissioned officer, or even a lower rank, they have experiences and resilience forged in some of the toughest environments imaginable, and that doesn’t always mean hostile combat.

L&D pros, create space for trial and error.

People gain knowledge by consuming content—courses, articles, books, podcasts, lectures, and more. They’re always learning.

Workers gain skills by taking their newly-acquired knowledge and putting it into practice.

My favorite illustration of this dynamic goes like this: Who would you prefer perform your operation? The recent med school grad or the hand with 10 years surgical experience? They’re both doctors, so what’s the difference? The difference is skills acquired and honed through practice.

People build skills through practical application guided by a supervisor, a mentor, or a more knowledgeable, seasoned expert. Apply that to your instructional designs. Develop experiences alongside your instruction and create space for learners to try, make mistakes, fail, and then try again. That’s when knowledge is transferred and begins to morph into a skill.

As an instructional designer, instructor, and learning consultant, I witnessed the most significant changes when my students put knowledge into practice. Asynchronous learning opportunities can disseminate a lot of information, but it’s workshops and academies that drive meaningful behavior change and skill building.

Veterans are accustomed to upskilling and reskilling on the job. A new assignment? An entirely new career field? Unlike many businesses, the armed services makes time during work hours for people to reengineer themselves. As a result, the veterans at your workplace might be uniquely positioned to embrace upskilling—and even help you think through and design experiential learning programs at your organization.

Remember, we’re all more than just one thing.

Sometimes it’s hard to believe I’ve been out of the military for longer than I was in. While that time is firmly in my past by more than 15 years, it’s shaped who I am as a person, dad, partner, friend, and professional.

If there’s one thing my career journey has taught me, from the military to marketing, it’s that we’re all more than our degrees. We’re more than our skills. We’re more than our failures. We’re more than our successes.

We’re tenacious creatures capable of immense growth and adaptability.

When learning leaders believe this about their people, especially veterans who might need some extra support, there’s no stopping them.

Degreed Content Manager Tom Schultz contributed to this blog post.

The post Veterans in Civilian Roles: A Business Challenge and Big L&D Opportunity appeared first on Degreed.

Why? Social interaction encouraged attendance and engagement. The approach saved the Dallas-based residential management firm (a Degreed client) tens of thousands of dollars. (And earlier this year, the company’s L&D team won Learning Innovator of the Year Gold at the first annual Degreed Visionary Awards.)

How does your workforce learn?

Chances are your people are like workers across the globe, which means they embrace a wide variety of learning resources, situations, modalities, and options. It’s quite certain many of them, like the people at Associa, rank among the 75% worldwide who, we’ve found, gravitate toward some form of social engagement.

What motivates your employees to grow professionally?

Good news! More than anything else, they’re likely motivated to learn in order to perform better for your company, according to the latest Degreed research.

These are just some of the key insights bursting from the latest installment of our semi-annual How the Workforce Learns report. It’s a comprehensive, multinational look at the prevailing attitudes and behaviors compelling people to develop.

Building on those insights, the report doubles as a guide focused on how business and L&D leaders like you can use strategies and technologies to meet critical learning needs.

We’ve found L&D can drive business impact in four key ways:

• Access, by ensuring learning tools that facilitate growth in the flow of work are available to everyone.
• Motivation, so you’re inspiring people to learn in meaningful — and effective — ways.
• Variety, by providing employees with every chance to learn in their favorite ways.
• Collaboration, so learning becomes social, so comradery breaks silos.

In addition — and for the first time — we’ve included tips for how you can use generative artificial intelligence (AI) to quickly elevate your L&D initiatives.

“This is a critical time in learning and development,” the report acknowledges, noting that today’s rate of technological change is outpacing the workforce’s ability to learn and upskill, exacerbating the skills gap at an unprecedented pace. “Smart L&D leaders know their companies — in order to succeed — must strategically align employee skill building with core business objectives.”

Access: What Does the Report Say?

We want you to download the full report, of course, so we’re not going to give everything away. But suffice it to say, it explores the importance of a democratized approach to learning.

The report covers how you can:

• Assess how well your organization is democratizing learning.
• Strive to make learning 100% accessible.
• Help your people pay for learning opportunities.

Motivation: The Key to Engagement

Let’s pull back the curtain and consider this much: We found people are, first and foremost, motivated to perform and contribute.

Find out how you can:

• Use learning to connect their motivations to the big picture and your company’s key objectives.
• Use new, on-the-job learning opportunities to further inspire employees.
• Figure out how to share learning success stories.

Variety: The Grease in the Gears

For talent development to remain appealing and help meet development imperatives, it’s important learning takes many forms — classes, videos, mentorships and more. Why? People like to learn in a wide range of ways.

Find out how you can: 

• Understand your critical learning needs
• Adjust your strategy to help meet those needs
• Embrace variety

Collaboration: Social Learning People Love

When learning with others, people especially appreciate a small group or a one-on-one session with a colleague or peer.

Find out how you can:

• Promote collaboration
• Use technology to facilitate collaborative experiences
• Make managers collaborative learning champions

Find out more:

In today’s world of work, in which the demands on your company can seem endless, making L&D a strategic partner is critical. Take a deeper dive into the report and put learning at the heart of your business.

The post How the Workforce Learns: Our 2023 Report on Driving Business Impact Through L&D appeared first on Degreed.

In fact, you might not be able to wait days or weeks. Why? Lack of support is driving many people already working in DEIB enablement to look for new jobs.

“There’s an emotional toll, and that’s exacerbated when you have inadequate resources and support, or when the job is tokenizing,” Paulette Granberry Russell, president of the National Association of Diversity Officers in Higher Education, recently told Inside Higher Ed.

The good news is L&D — starting today — can play a huge part in helping the business deliver DEIB programs that are supported, meaningful and impactful.

You can help your organization get it right by understanding, embracing and developing specific workplace skills across your organization that drive DEIB success.

Enabling DEIB in the Workplace

Getting DEIB right takes a thoughtful approach. And you can put talent development right at the core.

“Focusing on DEIB in the workplace isn’t new, but where many companies struggle is thinking that DEIB is simply about a diverse representation of employees,” according to Degreed Chief People Officer Janice Burns. “Representation is an input and a first step in inclusion. But without the practices and the conditions where people feel included, the representation falls flat.”

DEIB initiatives fail when they don’t overcome people’s fears, don’t have specific goals, lack shared accountability, and the list goes on.

And if you’re failing to retain the DEIB pros currently on your staff, “The important thing is making sure that people come into the roles adequately prepared, and that those who are developing those roles understand what it takes to not only realistically set goals, but also support that individual in pursuing them,” noted Granbery Russell.

While the Degreed LXP isn’t a DEIB training solution, we recognize the role it can play in helping L&D promote skill development and reduce bias in support of DEIB business initiatives. And DEIB is something many of us here have taken a personal interest in, by joining Business Resource Groups (BRGs), by engaging in learning and dialogue and more.

Moreover, DEIB is a topic we studied in collaboration with RedThread Research in our report Creating a DEIB Culture: The Skills Every Employee Needs.

When we started our study, we discovered there wasn’t a set standard to prioritize DEIB in the workplace. Some methods of DEIB training aren’t effective. Often, but not always, current training focuses on the legality of DEIB in the workplace, and it’s oftentimes mandatory. Yet, there aren’t any substantial results to show this positively impacts underrepresented populations.

L&D, Skills and DEIB

Embracing skills can be an effective way to create a more DEIB-focused workplace culture. Specifically, learning and applying skills critical to creating and maintaining a strong DEIB culture. 

What are these skills? Most organizations haven’t identified the skills necessary to develop a strong DEIB culture. 

Our research found:

• For senior leaders — Interpersonal skills are most important, reflecting the amount of interpersonal work required by the leaders to drive DEIB in the workplace
• For managers — Skills like curiosity and influence that allow them to remain open to new ideas, drive and monitor change, and navigate social complexity are vital.
• For individuals —  Authenticity and skills dealing with influence and pattern-recognition are key. 

When we explored what skills matter for DEIB, we knew the answer would differ for each level of responsibility across each organization. But understanding which skills are most important for all employees to have (and which are key for certain roles), can be an effective way to help drive change in your DEIB culture. 

It’s not enough to talk about DEIB in the workplace. Skills are needed to bring DEIB to life.

Want to learn more? 

By showing you the skills your organization has and needs, Degreed can help you easily build a learning strategy that connects employee development to business goals — and empower your managers to upskill teams in support of high priority goals. Find out how Degreed Intelligence can help you make smarter investments in your people.

Got questions? Contact a Degreed representative today.

# # #

The post Making Skills The Great Equalizer: L&D Enables DEIB appeared first on Degreed.

• Motivate peers to perform at high levels
• Refer high-quality applicants to your company
• Advocate on behalf of your business outside work
• Shape your company culture and facilitate long-term business growth

Gallup reports a conservative estimate that employee turnover costs equate to up to twice an employee’s annual salary. When you lose high-performing people, costs rise even more. And when a top employee leaves, team morale can be damaged, creating a snowball effect that leads to even more turnover.

Companies focused on employee retention invest in workers. Let’s look at five key ways you can engage and keep your best professionals:

1. Support Career Growth

High-performing workers want to develop skills on the job. A January 2022 survey by the Harris Poll found that 80% of employees considered professional development important when they considered accepting a new job.

Businesses that expect employees to stay loyal must help employees reach their long term career goals. But a July 2021 survey by Monster found 80% of workers don’t feel like their employers are contributing to their career growth. If your business doesn’t foster a learning culture but a competitor does, that could impact your retention efforts.

When you offer skill development opportunities, you provide workers with a path for upward mobility. Plus, those newfound skills help your company. High-performing workers can use their new skills to continue to achieve, contribute and innovate.

2. Focus on People’s Strengths

Results are typically more noticeable and work is more enjoyable and efficient when people can fully use their skills. And this can boost employee engagement.

When managers encourage workers to use their strengths, Gallup research found up to:

• A 15% increase in employee engagement
• An 18% boost in performance
• A 10% increase in customer engagement

Think about how likely a high-achieving employee will be to stay in a position where they’re not using their strengths. When they consider how much faster they could grow their careers at a job that does employ their best skills, the pull to look elsewhere may be irresistible.

Empower your managers to talk to their people about what their strengths. Ask people what work and tasks they’d prefer. And create a career development plan with each employee to give them opportunities to develop their skills so they can take on the work that most interests them.

As part of career development, managers can identify personalized learning paths that can help workers further develop skills related to their strengths. When employees take training courses, they may uncover new strengths that could benefit your company even more.

3. Support Work-Life Balance

More than ever, today’s workers are considering what they want out of their jobs. And an August 2021 survey of 4,600 workers found the top reason people want to change careers is to find better work-life balance.

What does work-life balance look like? Employers can support their workers’ desires by offering:

• Reasonable workloads
• Physical and mental health benefits such as insurance
• Flexibility in hours and work environment
• Paid time off
• Learning opportunities

Part of supporting an employee’s work-life balance is helping them to develop as professionals and get more meaning from work. When you provide learning opportunities, you can boost morale and help employees be more engaged.

According to McKinsey & Company’s 2022 American Opportunity Survey, 87% of employees take the opportunity to work flexibly when they have it. When you offer learning opportunities, consider on-demand formats that give workers the ability to learn at their own pace, from wherever they are. 

Ask your employees, especially high-performers, how you can support their work-life balance. Then work on offering the benefits your workers want.

4. Promote From Within

When you have open positions, consider moving your high-achieving employees up the ladder rather than hiring from the outside. By promoting from within, you:

• Reward your best employees with positions they deserve
• Show all your workers you’re invested in their success
• Save time and expenses on onboarding and training

Companies that promote from within create a supportive work culture. Workers know they have a pathway to achieve and advance. That can boost results as employees at all levels strive to perform better so they can advance, too.

Positive learning cultures have a significant impact on internal promotion as well. Our 2021 study of more than 2,400 global workers found workers who rated their company learning cultures as positive are 199% more likely to receive a promotion than those who rated their company learning cultures as negative.

Be sure to offer employees opportunities to enhance their knowledge and develop their skills so they can advance their careers and follow a career development plan. Experiential learning opportunities provide on-the-job learning, as employees can practice new skills in a hands-on environment.

5. Be a Great Place to Work

Today’s employees want more out of work than a paycheck. They want a place where they can grow their skill set and continually learn so they can become more well-rounded professionals. More advanced upskilling organizations report a 95% stronger corporate culture and employee engagement than those that aren’t as advanced.

Many workers also want their job and their company to make a positive contribution to the world. A January 2022 worker survey by Gartner found that since the pandemic:

• 65% are rethinking the place of work in their lives
• 56% want to contribute more to society
• 52% are questioning the purpose of their day-to-day jobs
• 50% have changed their expectations of their employers

Increasingly, professionals want their employer’s values to mirror their own. In June 2022, a Qualtrics survey found that 56% of workers won’t consider a workplace that doesn’t share their values.

To retain high-performing employees, create an inclusive culture that supports all employees and promote values that matter to high performers. Values impact everything a company does and how it presents itself to the world. They influence an employer’s vision and mission statement, company culture, diversity and equity, philanthropic efforts and more. 

A robust culture of learning helps an employer advance past being “the place someone works” to become part of each employee’s identity.

Using Technology to Engage High Performers

The right learning tech can enhance your learning culture. Want to learn more? Schedule a personalized Degreed demo today.

The post 5 Things You Can Do to Retain High Performers appeared first on Degreed.

“Deskless jobs in these industries tend to require highly skilled workers — and those skills aren’t cultivated overnight,” according to Training Industry magazine. “The COVID-19 pandemic set off a wave of employees taking career breaks and others leaving the workforce all together. It’s no surprise that employers are struggling to fill open positions with qualified people.”   

While it might seem daunting, finding new ways to engage — or re-engage — deskless workers can also boost job satisfaction. Indeed, expanding your L&D offerings to these populations of your workforce can provide people with recognition that boosts morale. We’ve seen this among our own clients. 

Let’s take a look at five ways you can give your frontline people learning opportunities that matter to them and create value for your organization:

1. Find the right technology.

In March, the Harvard Business Review explored why frontline workers are quitting despite a 7% to 10% wage increase since the onset of COVID-19. Among other remedies, the publication urged companies to boost learning opportunities, recommending organizations invest in onboarding and skill-building programs.

A huge part of that investment comes down to finding the right learning platform. According to one study, only 23% of frontline workers have access to the technologies they need to do their jobs. Even when they do have access, they’re often not trained on how to use those tools.

Companies upskilling and deploying talent effectively are emphasizing internal rather than external resources. They invest in data, tools and processes that prioritize skills and opportunity. It requires taking inventory of talent and compiling a complete picture of the skills and experiences of all their people. The next step is figuring out future skills needs.

Armed with that knowledge, look for a learning technology that provides personalized experiences. This is especially important for deskless workers, who will undoubtedly have divergent interests and career goals. They’ll benefit greatly from access to custom learning pathways that accommodate their distinctive motivations. 

Given the nature of deskless work, mobile access is a huge factor. At Ottawa Police Service, accessibility now means learning on the go — any time and anywhere — and perhaps nothing illustrates that better than police officers engaging with their own development.

“Half of our workforce is in a cruiser, and they’re using Degreed on their phones,” said Joshua Abraham, Learning & Development Manager at the service, which serves the Canadian capital. 

Six months after the service launched its learning platform, 1,600 people there used it every month, exceeding the benchmark for success by nearly 50%. 

2. Give people time to learn.

A lack of time for professional development is one of the biggest obstacles to learning, according to the Degreed How the Workforce Learns 2021 report. 

To address that, you can shift your people to a learning-focused mindset. It isn’t easy. But when Deborah Wiest, Vice President of Learning and Development at UnitedHealth Group, sees concerns about lack of time at her organization, she offers a thoughtful response: “Everyone has time. We all have time. How are you choosing to spend it?”

Learning leaders can be a powerful force in guiding culture change. If people don’t feel time spent learning is valued by their company and team, they likely won’t make time to do it, Wiest said.

At Fraser, a Canadian hospital chain, learning leaders expanded beyond online learning, especially among frontline workers, said Daryl Page, Leader of People Development. The organization now sets aside time in morning huddles for workers to share new knowledge with colleagues and team leads. 

Giving teams time to share their learnings during the workday shows people their organization prioritizes and encourages their learning, which helps create a positive learning culture.

3. Let people explore.

When learning leaders at Ecopetrol rolled out a learning experience platform (LXP), they were surprised to find people in operations and maintenance roles — not only desk jobs — among the biggest early adopters. This engagement from frontline workers outpaced anything the award-winning L&D team at the Colombian national oil and gas company expected.

The frontline workers “were looking for subjects related to their jobs but not exactly their positions. It was a huge insight,” said Monica Santos, Ecopetrol Schools Leader. “There were some things that were mandatory, and they were doing those. But they were also exploring. Some of them did it during shifts at night because there’s less activity in the plant.”

Ecopetrol uses its LXP to engage workers like Luis Giovanny Barbosa Arias at the Barrancabermeja Refinery, who’s been given time to explore videos, documents and short articles to focus his learning. It’s a critical part of the organization’s efforts to prepare its workforce for global industry changes shifting production away from hydrocarbons toward low-carbon alternatives.

The result of all this exploration is clear. People are developing new learning habits, closing the loop on one of the learning team’s key goals: inspiring people to own their own development. And as the company increasingly innovates new technologies and processes, workers will already know how to build the skills they need to support those initiatives and stay competitive.

“Implementing Degreed was about building that learning habit,” Santos said. “We’re putting learning into the minds of everyone.”

4. Make learning social.

Deskless workers are often on their feet — moving around and physically interacting with their coworkers. Incorporating that comradery into the learning dynamic can go a long way in making development effective. 

As you look for new ways to help people build skills, consider a hot topic in L&D: social learning. “Social learning can take many forms, including peer conversations, team collaboration, self-directed study, forums and networks, communities of practice, and even blogs. Modern training incorporates social software, advances in video and multimedia technology, and state-of-the-art learning platforms. Using these tools, employees can easily connect across teams, satisfying their curiosity and fulfilling their learning needs.”

At Ottawa Police Service, collaborative development has replaced learning silos. Events like lunch-and-learns feature content from TED@Work. And using social features of the organization’s learning platform, people at all levels are exploring leadership, wellness and resiliency.

“When else would someone have the opportunity to connect with a police officer in a completely different unit and learn together?” Abraham noted. “Degreed is bringing us closer together, as peers, to learn from each other as an organization. We were all doing our own thing before, but now we’re doing one thing together, and it’s a positive thing. And I think that’s a big win for us.”

5. Provide experiential learning opportunities.

Last year, an average of 3.9 million people per month left their jobs — the highest average ever recorded. As business leaders have looked inward, asking if they’ve done enough to retain their people, L&D has stepped up to fill skill gaps from within. Providing workers with experiential learning opportunities is just one  key L&D strategy these professionals deployed. If people don’t practice what they learn, they lose it.

Successful upskilling requires doing. People need a chance to practice and master skills on the job. This can be especially true for your deskless workers brimming with ideas, looking for inspiration — and craving exposure to opportunities otherwise out of reach. Our research shows most employees know the skills they need to perform better in their current roles and advance their careers. Organizations enable this growth by being nimble and democratic with learning opportunities.

Adidas trained a couple thousand frontline retail employees on how to think like business innovators. Then Adidas solicited their ideas. The company developed thousands of ideas, sharing them in open meetings. For some employees, it was the first time they reported being excited and inspired at work.

You can tap the same enthusiasm when you connect your deskless workers  to projects, stretch assignments, mentorship and internal gigs that let them put skills to work in a real-world setting.

Ready to find out more?

We’re here to help — whether you’re looking for a new learning technology, giving people more time to learn, helping them explore, making learning more social or working hard to provide people with on-the-job experiential learning. Contact a Degreed representative to learn how you can advance learning at your organization.

The post 5 Ways to Engage Deskless Workers with Learning appeared first on Degreed.

A majority of Gen Z U.S. workers ranked learning new skills as the third-most important driver when evaluating new job opportunities, behind health insurance and disability benefits, reads a 2021 Gallup survey. And Degreed research found nearly half of workers around the world said they are more likely to leave their employer if they don’t see a commitment to upskilling and reskilling.

Whether it’s the desire to try something new or the knowledge that the workforce is changing, workers are ready and willing to acquire new skills. They’re seeking out companies with a culture focusing on workforce learning — and ditching those that don’t.  

How to Create a Lifelong Learning Culture

Companies with cultures that prioritize learning, development and career growth will reap the benefits of a happy and loyal workforce.

Employers that excel at internal mobility retain employees for an average of 5.4 years, nearly twice as long as companies that struggle with it. Even those employees who’ve plateaued in their current role tend to stay loyal to their employer if they’re encouraged to forge new internal paths.

“Professional development has become a top priority for workers when determining their interest in or loyalty to a company,” says Janice Burns, Chief People Officer at Degreed. “Specifically, workers are yearning for more educational options that align with their professional purpose and growth. Companies that provide these types of benefits will attract, engage and retain the best workers.”

There are a few steps L&D professionals should take in order to develop and sustain a successful culture of learning: 

• Get leadership on board. It’s one thing to want more development opportunities for your workforce, but it’s another thing to actually implement them. For your L&D program to truly succeed, you need adoption and buy-in at the highest level. Come to your meetings armed with data to support the ROI of a learning experience platform (LXP) and a plan for how you’ll roll it out at your organization. 
• Don’t try to be everything for everybody. Your employees have diverse interests and differing career goals, and your learning content should be just as varied. Aim for an intersection between what workers want and what will best meet your business’s needs when planning your learning strategy.
• Commit to a continuous culture of learning. A positive learning culture is more than just offering disparate classes a few times a year or promoting employees here and there. Instead, invest in a learning experience platform (LXP) like Degreed that operates on an open ecosystem, where workers can learn anytime and anywhere and track it on their profiles. Employees and their managers can see their skill development, view internal opportunities such as a new job or a stretch assignment, and work on the skills they need to succeed. 
• Offer employee training incentives: While workers may say they want educational opportunities, mounting to-dos can make learning less of a priority. By offering rewards for completed programs, such as a gift card or the ability to earn certifications, you’ll give your workers the extra push needed to grow their skills. 

The Business Benefits of a Learning-Focused Workplace

Not only will upping the education ante at your organization lead to attraction and retention, it’ll help grow your bottom line. In our research report, How the Workforce Learns, workers who rated their company learning cultures as positive are 166 percent more likely to say their companies grew revenue faster than their competitors. 

It’s clear that in order to attract and keep top talent, companies must implement and promote a positive learning environment. By getting the right buy-in, determining the best learning model, and partnering with the right learning experience platform, you’ll keep your current workers happy and widen your candidate pool. 

Trying to Keep Your Best Talent?

Degreed clients can achieve up to five times reduction of attrition in key roles. Read about all the findings in The Total Economic Impact Of Degreed study conducted by Forrester Consulting. Download it today.

The post How a Positive Learning Culture Can Impact Attrition and Attraction appeared first on Degreed.

While the world largely shut down, healthcare workers continued to work long hours filled with mental and physical stress as well as daily life-or-death situations. A need for new knowledge, especially regarding the coronavirus, surged. And the traditional in-person learning format healthcare organizations often relied on was no longer a safe option. 

How did L&D professionals in healthcare help their people adapt to this change?

Experts from Fraser Health Authority and UnitedHealth Group shared their strategies during our recent Curing the Healthcare Skills Gap webinar. Leading an engaging discussion, Degreed Chief Learning Strategist Annee Bayeux uncovered how these organizations excelled despite the difficulties of the past two years.

Here’s what these organizations did, and what you can do too:

Prioritize a Better Learning Culture

A lack of time for professional development is one of the biggest obstacles to learning, according to our recent How the Workforce Learns report. 

To help address that challenge, you can shift your people to a learning-focused mindset. It isn’t easy, but when Deborah Wiest, Vice President of Learning and Development at UnitedHealth Group, sees concerns about time arising in her organization, she offers a thoughtful response: “Everyone has time. We all have time. How are you choosing to spend it?”

Learning leaders are powerful forces in guiding culture change. If people don’t feel time spent learning is valued by their company and team, they likely won’t make time to do it, Wiest said.

A positive learning culture embraces multiple learning methods, not only virtual options. At Fraser, learning leaders expanded beyond online learning, especially among frontline workers, said Daryl Page, Leader of People Development. The organization now sets aside time in morning huddles for workers to share new knowledge with colleagues and team leads. 

Giving teams time to share their learnings during the workday shows people their organization prioritizes and encourages their learning, which helps create a more positive learning culture.

Acclimate People to Self-Guided Learning

A major change that occurred due to the pandemic was a swift shift of focus to virtual learning options. The need created an exciting opportunity for healthcare organizations — especially those lagging behind in technology — to “leapfrog into a different paradigm of learning,” said Gabriele Cuff, Director of Leadership and Talent at Fraser Health Authority.

Easing the transition to virtual, self-guided learning also changed the role of L&D professionals in healthcare. At Fraser, the learning team tried a new tactic to help people acclimate. They now provide managers with content-based questions to ask their teams, which encourages conversational learning.

“We’re just curating the path, and they’re actually hosting the conversations,” Page said.

L&D professionals weren’t the only ones who had to adapt to new ways of learning. Healthcare workers did too. They were used to learning teams providing them with the exact knowledge set they needed or wanted and are now adapting to serving themselves, Wiest said. 

Encourage Collaboration

While L&D professionals create and guide learning opportunities, there’s also a large social component they alone cannot provide. For example, development can come from experiential learning opportunities like mentorships, peer-to-peer discussions, special projects or stretch assignments.

“Developing people is everyone’s job,” Bayeux said.

To acknowledge the different ways people learn, the Fraser L&D team built collaboration into its strategy.

“We’ve shifted now to much more of that peer learning and connecting,” Page said. “So content is there, or they find it, and then we’re providing more opportunities for them to share with each other as opposed to it coming from us.”

Helping your people see what knowledge can look like in action can help them create better outcomes. And when that notion is prioritized, people start connecting to content in new and stimulating ways.

It’s true people need content. But, as you can see, great content alone won’t always encourage the learning and engagement people need to excel. 

“We want people to learn from each other, not just from content,” Bayeux said. “So we’re shifting from this focus on knowledge acquisition to actually creating an environment where knowledge actually comes from a lot of different places — from people, content and the experiences that we have.”

L&D professionals are using all these methods and more to help healthcare workers continue learning effectively in a timely manner. 

Want to Learn More?

This type of agility is something you can bring to your organization as well. For more details, reach out to a Degreed representative. We’d love to chat.

The post Transforming Learning Across Healthcare Organizations appeared first on Degreed.