25 AUGUST, 2021


Learning continues to top corporate agendas in 2021 – as it’s identified as the top-rated challenge among global human capital trends, from both employer and employee perspective.
We see a new learning landscape emerging, as business adapt to new market demands and ways of working and, employees learning preferences and priorities change.
The innovation that must happen

Programs of continuous workplace learning are providing backbone for organisational change – these personalised and practical learning programs are being integrated with day-to-day work tasks, delivering increased engagement and better learning outcomes for employees and, increased value for employers.

This tightly held learning link is being exploited by leading organisations including a national retailer and major financial institution – who are building tailored, on the job training programs to meet the specific and future skill needs of their organisations. These learning brands recognise the value in creating equipped workforces with the tools to respond, flex and change when needed.

The recent pace of workforce change sees no sign of slowing down, building internal capability and capacity for change, is critical.

If you’re looking to review or apply a lens of innovation across your L&D program, here’s our critical steps to consider:

  1. Identify the business-critical capabilities your future workforce depends on. It’s mission critical to understand which core capabilities and skills will have the greatest collective impact on their future business. Focus on those that may account for 70% or more of the productivity and agility required for the future.
  2. Audit your workforce. Determine the future-readiness of your workforce. Leaders will need to establish a baseline of existing capabilities within the business – and where you need to go. Expert tip – there’s likely to be an untapped well of talent within most organisations because up until now people’s potential has only been assessed by the job they do today, and not all the skills and talents they have.
  3. Profile existing capabilities against future workforce needs and identify the gaps. To identify the existing gaps, organisations will need to map out their workforce 2 to 5 years ahead against the identified core capabilities.
  4. Prioritise the upskilling. DeakinCo.’s research has shown that 70% of all future job profiles in the non-technical area will be made up of human-centred capabilities. Organisations are encouraged to focus their immediate L&D efforts on developing the capabilities that together will drive much of their future workforce.
  5. Encourage greater on the job learning. This learning in the flow of work will ultimately offer better outcomes for employer and employee. Short practical courses, credentialing and coaching all have a place in the future of workplace learning.

According to Aragon Research, organisation’s will increasingly be able to unlock valuable competitive intelligence by aligning their L&D programs with operational requirements to deliver more relevant, practical learning. The importance of this intersection is critical to the innovation that must happen in our approach to organisational L&D.

At DeakinCo. we understand the power of learning & development organisations. On 8 September 2021, the team at DeakinCo. will be hosting a webinar on the innovation that needs to happen in L&D. If you’d like to join us and have your say, register now.

Or, if you’d like to explore how our innovative L&D programs can help drive your business performance, contact us today.

Watch the webinar