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www.peoplematters.in
www.peoplematters.in
www.peoplematters.in
Lesser reliance on management development programs and greater emphasis on mentorship will be seen in the coming months
While new methodologies continue to evolve, organisations should reduce their reliance on traditional channels if they want to make their L&Defforts successful.
Experiential learning has become the buzzword, and organisations need to build an immersive learning ecosystem
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2014 is going to be an exciting and challenging year for HR, learning and talent professionals – a year where it is going to be increasingly difficult to attract, retain and develop talent. The success keys for developing talent are passion, innovation and engagement. Leadership will continue to be in short supply and L&D professionals will need to adapt and innovate.
According to Deloitte’s global research – Human Capital Trends 2014 – leadership and retention are the top two challenges in the priority list of all L&D professionals.
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The word leadership development for ‘senior members’ of organizations in this day and era is perhaps a misfit, as I look at it. Leadership through my lens is not a developmental piece, after a certain stage in ones’ professional career it is more of an evolutionary piece. Leadership is not about motivating teams or tribes to drive results and pay the price with lack of peace, happiness and joy. Leadership at all levels is about evolving and doing something remarkable that will invariably lead to ‘Superior opportunities’ for others. I am drawing on the ‘Theory of evolution’ that states ‘Evolution occurs when the ‘Inherited characteristics’ of an organism change.
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Learning started as an informal process. And in the course of time,as man became an evolved species, there came a need to formalize learning. This came about in recognition of what the unstructured, the informal can deliver (and not deliver); and this is what prompted us to create opportunities and environments to facilitate and enable the ‘learning process’ to a widespread audience – by bringing together ideas, thoughts and experiences from all over the world and making it an intrinsic part of formal learning. This is precisely where the term ‘Pervasive Learning’ comes into picture.
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Ever wondered why an individual learns to drive a car by just notreading about it in a textbook but by actually doing it? If this pedagogy applies for driving skills, one needs to ask why the same is not pertinent with education that forms the foundation for allthe skills required for life’s decisions. If we look back at the history of education and training, in the last 150-odd years, we have predominantly followed the “broadcast style” for imparting knowledge and skills to students and professionals alike. There are, however, some serious issues with this “one-size-fits-all” solution to learning.
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The skill deficit is a challenge that Indian companies across sectors are facing and will continue to face in the coming months. While the government’s emphasis is on developing basic vocational skills to make the potential workforce employable, the employability of graduates and professionally trained candidates is also under question. Besides that, Indian companies are facing a leadership crisis at the middle management level. As a consequence ofthese trends, training and development budgets are expected to rise across all industries in the coming months.
Learning & Development SupplementFebruary 2014
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