Re-Positioning Learning & Development

Several studies have demonstrated how different types of negative workplace behaviours impact organisations. This impact is at all possible levels – individual, group and the entire organisation. Workplace incivility is a relatively new addition within the field of deviant workplace behaviour...

We can expect to see many organisations adopting social learning methods throughout the remote working period, monitoring their effectiveness and progress and recalibrating their approach to L&D.

The focus of future L&D is to sustain the process centric approach while being more focussed on the outcomes and for cadre building, talent management, performance management and knowledge management.

It is good to develop an entrepreneurial mindset. People those who got the setback in pandemic were able to use the setback as an opportunity. They operated from a "positive mindset" and a "can do attitude".

Adoptability and flexibility will need to be embraced in the ever-evolving workplaces and do have the ability to continuously update their skills both technical & smart skills hitherto soft skills.

The real question L&D is facing right now is about the attention. Is the attention span of people low in online learning? Do they easily get distracted by notifications on their mobile phones? So, attention is the thing L&D has to keep this in mind.

Are the learning interventions present and future focused which gives a 360-degree view of what is happening in the world of business?

Provide resilience training for your staff. Some aspects of emotional wellbeing can be learnt. Where this is the case, L&D should do what they can to support.

This mental training practice teaches individuals to slow down racing thoughts, let go of negativity, and calm their mind and body. This training usually requires exercises to get employees into a state of flow.