The past six months have spotlighted how rapidly the planet and business landscape can change, placing even more imperative on individuals and businesses to find out new skills to sustain growth, and unfortunately for several businesses, to remain afloat.
The Imperative To Continuously Learn
First as a high school teacher, I even have dedicated nearly 20 years of my career challenging one-size fits all Learning & Development (L&D) programs and advocating for continuous learning to become synonymous with long-lasting success. I put these years of experience to paper, and today I’m excited to announce the launch of my first book “The Upskilling Imperative: 5 Ways to form Learning Core To The Way We Function, “McGraw Hill reported.
Having a highly skilled and agile workforce has long been considered an organization’s strongest competitive asset. Case in point: Estimates indicate a career launched today could last as long as 50 years, but skills stay relevant for less than about five years. This book may be a roadmap for leaders to prioritize upskilling and make a culture rooted in learning.
5 Ways to form Learning Core to the Way We Work
The Upskilling Imperative challenges traditional L&D training approaches that are not any longer relevant to 21st-century workers. Instead, my book, “The Upskilling Imperative,” offer a contemporary and inclusive five-step approach to putting together a corporation where learning is core to unlocking innovation and performance:
Develop and Foster Agile Learners: to make agile employees, organizations must empower individuals to access learning resources in their moment of need, whilst those needs change and evolve, then allow people to interact with learning when, where, and the way they like .
Feedback Is Fuel for Learning Cultures: during a work culture that celebrates personal growth, feedback helps maximize strengths and encourages people to become their best selves. People stop putting forth their full effort if they believe others are only trying to find perfection; it’s to be okay to speak about our mistakes.
Think sort of a Marketer to Drive Learning and Development: the simplest thanks to retain learners is to know their needs and needs , get creative about how you engage them in learning experiences, and market to them before, during, and after learning or training to stay them interested.
Put Learning into the Flow of Work: one among the foremost important tenets of the training culture must be that access to professional development opportunities is democratized throughout the organization. nobody should got to have a particular job title or tenure to require full advantage of obtainable opportunities.
Signal the worth of Learning: Building the business case for creating a learning culture is critical to addressing the various challenges posed by rapid technological change facing every company, team, and individual, including: closing skills gaps, retaining head count and attracting new hires, improving engagement and job satisfaction, spurring innovation and cross-team collaboration, and more.
Learning is that the way forward for work. We’ve entered an era of unpredictable change and there’s no way for us to exist or thrive without continuous learning. i’m hopeful that this book helps individuals, managers, and organizations adopt a growth mindset that not only helps them thrive despite uncertainty, but helps them thrive due to uncertainty