I recently downloaded a copy of this new atd publication, you can get your own here.
Seeing the title I presumed this was going to be very much a puff piece with atd (The Association for Talent Development, formerly ASTD) jumping on the bandwagon for how there is some kind of new and exciting ‘future of work’ where L&D functions will be all conquering in up and re-skilling colleagues for bright (digital) futures. Below are some thoughts section by section as I read through the document…
Remote work forced L&D professionals to pivot quickly from in-person training to virtual, online development while still maintaining a strong company culture, assessing and facing organizational skills gaps, and tackling other compliance, organization development, and individual development needsPage 3 “Introduction”
I would argue that the above statement, from the paper’s introduction, is simply not true for many and in some ways is a false hypothesis for the entire paper. Many had little/no “pivot” needed due to existing models of digital learning and communications. I am also often a critic of the “company culture” idea, from what I have seen and read over the years I would say the presence of team cultures both promote and undercut any centralised idea of vision and working practices/culture. The “this is the way things are done around here” idea of a company culture rarely crosses organisational silos IMO.
L&D professionals became important stakeholders in diversity, equity, belonging, and inclusion initiatives. In some organizations, L&D leaders own DEI. In other workplaces, they are consultants or critical players in DEI strategyPage 3 “Introduction”
For the North American audience of atd, DEI has, of course, been a massive issue in the last few years. However, it should have always been central to talent-related initiatives and I have been on a few good webinars this year with long standing DEI advocates criticising much of what has emerged within the corporate world as a response to BLM and other initiatives. Of course people need to be aware of expectations (or you risk bad behaviour being normalised) but L&D approaches to DEI have been shown to be poor solutions to the issue(s).
Two in five HR leaders acknowledge they don’t know what skills they have in their workforce.Page 5 “L&D Pros Play a Major Role in Upskilling and Reskilling”
I’ve argued before that competency models are useful in the above situation – at least for some level of developing an understanding of what to do next. A previous employer made much of their “bring your whole self to work” initiative so that no one felt uncomfortable, be it for a DEI or other reason. This was a great initiative in many ways but also raised questions, for me, about how far that can realistically go given that work has always sought the common elements between us (shared skills, knowledge and common behaviours) and avoided ‘trickier’ elements that make us all different. Ultimately recruitment really needs to be better if this a challenge – we are encouraged to apply to roles very specifically, there is little chance to really explain who we are and leverage the random non-role-specific skills and knowledge.
There is much in the report on the “skills gap” and solutions include “hiring more gig or freelance workers” – it really feels a shame to me that, on both sides of the Atlantic, we have ended up in a position where companies have failed to develop staff and the expense of up/reskilling has too often been pushed onto the worker. This is identified, to an extent, via data from Gartner:
Employers fail to future-proof skills. Labor market analysts Gartner TalentNeuron predicts that 30 percent of the skills workers needed three years ago are nearing irrelevance. The World Economic Forum places the figure at 42 percent. Skills programs are not keeping pace with shifting requirements.Page 6 “L&D Pros Play a Major Role in Upskilling and Reskilling”
This supposed pace of change is used as an argument against competency/capability models as requirements change too quickly. However, I remain dubious that such skills are disappearing/changing. Even “digital skills”, mentioned on the same page as the above quote, often build upon existing skills. We are rarely talking about ripping up the rulebook and starting again from nothing.
TD functions overlook the value of internal partnerships, “Only 40 percent of TD professionals collaborate extensively—most often working with HR, business or strategic planning teams, or business function leaders. Although reskilling and upskilling has strong benefits for the organizations, the report showed that only 38 percent of TD professionals partner with senior executives to assess skills gap needs.”Page 7 “L&D Pros Play a Major Role in Upskilling and Reskilling”
Whenever I see numbers/arguments like the above I do wonder how talent development and L&D departments get into such positions. Obviously silos exist, and L&D can be side-lined into marginal role,s but you always have a route to the top via reporting structures so, at some point, you should be getting (some of) the correct information to partner with people to improve the organisations performance.
The following section on “Invest in Your L&D Professionals” is fair enough. The data from the industry, that has come through in various reports over the years, that suggests L&D staff are undervalued and not invested in is always a worry. Ideally L&D pros should be leading the way, clearly showing others how they are engaging with learning, bringing benefits back to practice, etc. There is some irony, however, in a paper talking about the rapid speed of tech/digital skill changes to then be selling their own capability model and certificates. The assumption, presumably, is that you need to be doing these atd programmes on a regular basis.
“Modern Learners Expect Employers to Invest in Career Development”
This section is fine, although I would argue this is nothing new and “learners” should really be ‘workers’ or just ‘people’. It might be the more socialist elements of my mentality but the logic that employers do not have a part to play for everyone (including L&D themselves) to develop is just alien to me. That said, if someone is happy ticking along in a role that is fine – however, they would need to be demonstrating high performance and be aware that a lack of engagement with opportunities might, one day, put their position at risk.
The report finds that 73 percent of high-performing companies have internal mobility strategies.Page 19 “Modern Learners Expect Employers to Invest in Career Development”
The above is one of the more interesting stats – taken from HCI’s Talent Pulse 7.4 Recruiting from Within and Developing Internal Mobility Strategies – and is probably one of the things that could be taken away for (at least bigger) organisations to use internally in justifying talent management initiatives.
I did a bit of work a while ago around L&D for workforce planning consultancy so I tend to to advocate for such talent initiatives, having seen it done well, and therefore it is good to see the report encourage “a strategic workforce plan” to be in place. Career paths are also something that is encouraged, whilst my experience would suggest the ease that these can be created varies a lot between industry it is nonetheless good to seem them called for.
This data supports the need for TD pros to increase learning events and provide them in different formats (mobile learning, microlearning, gamification)Page 21 “Modern Learners Expect Employers to Invest in Career Development”
Wow, “events” is not what we should be talking about. Proper re and upskilling are hard to support and hard for the individual to go through. What should be on offer is appropriate experiences for the roles you need with as much personalisation as possible for the different knowledge and skill starting points of your people (be they new hire or not).
Unfortunately the report is also somewhat ‘industry report eats itself’ at this point, justifying arguments based on reports from LinkedIn, Deloitte and others including atd’s own blogs.
The following “Recommendations” section starts with:
The reality of digital transformation and developing a future-ready workforce make the strategic need for robust L&D functions in organizations apparent.Page 22 “The reality of digital transformation and developing a future-ready workforce make the strategic need for robust L&D functions in organizations apparent.”
This is pretty much what I was expecting from the paper (see my intro above) but the argument is confusing (or I’m being stupid). “The Value of L&D Professionals Is Soaring” yet “only 16 percent of organizations invest in the professional development of their L&D teams to a high extent”. Therefore, the paper is trying to justifying talent management and new L&D approaches but organisations do not seem to be on board. Thus it is indeed a puff piece to make L&D folks feel important whilst it would seem many remain not important in their organisations?