The ninth tool in the Emerging Stronger series helps us take a closer look at our own L&D capability.
Today L&D need to support a continually changing adapting workforce who are working in new ways and need to be equipped to work smarter in existing jobs or get ready for new jobs that didn’t previously exist. Our previously successful kitbag of capabilities is no longer enough and we are struggling to keep up with the demand.
Einstein eloquently points out that ‘we can’t solve problems with the same thinking that we used to create them’. In the same fashion, L&D can’t solve modern learning challenges with the same skills we used to create them.
Principle: put on your own mask first
Most L&D professionals are overwhelmed and underprepared according to the latest Learning Performance Benchmark. And yet only 20% strongly agree that they prioritise the skills that THEY need to help their organisation become competitive for tomorrow. Our role is too important to neglect our own skills–we need to be equipped and ready to respond faster and smarter to the changing needs around us.
Michelle from the Emerging Stronger team created these practical steps to help you audit your own skills and prioritise those that will really matter for you and your organisation. Use this tool to:
- Identify your L&D goals in the next 12 – 24 months
- Identify the critical skills required, positioning you to audit your skills and create an action plan to address gaps
- Draw on high quality L&D skills frameworks from around the globe to help you select and prioritise the ones that will work the best for you! And then use a super useful template to keep you on track.
A tool to help!
Use the L&D skills prioritiser tool when you need to see improvements in areas such as:
- Motivation of L&D team members to learn.
- Role modelling of continuous learning by L&D team members.
- Development of L&D team skills.
- Capability to achieve L&D goals, particularly those that require a shift in learning approach.
- Attraction and retention of L&D talent.