Sharp HRD Services is a multi-faceted HR end-to-end solution provider. Our deep understanding of HR and a strong belief that HR is much more than managing people paper propelled us to start this initiative where we will share with you the burning HR topics which are affecting us and our brethren.
In our maiden venture, we are pleased to share the quarterly e-news for our colleagues, clients and everybody who is from the world of HR and those of who desire to keep their knowledge candle burning.
We are also open to receiving ideas on topics to cover, and welcome critique on our initiative. So, join us in making this idea a success because we believe sharing is caring.
Sharpshphere will predominantly be bytes, views, interviews specifically in the HR arena. Our endeavor is to reach out to as many readers across various spaces as possible. We would like to reemphasize the importance of HR and try our bit to rejig the interest in HR for our readers both from the HR profession and also for all those young readers and experienced other professionals who have an interest and curious to know about people management.
In our first e-news, we have chosen the most discussed and debated topic – “Learning & Development in VUCA work environment”.
We know the importance and relevance of the topic in the current ever changing corporate world. All of us are experiencing the challenging landscape in managing business and the most vital part of any business OUR PEOPLE. It is known for a fact that learning remains one of the most critical part of any business culture to retain, retrain its employees. Now the greater challenge emerging is how to manage learning and development itself in the most volatile, uncertain and very ambiguous work environment.
“EDUCATION IS THE MOST POWERFUL WEAPON WHICH YOU CAN USE TO CHANGE THE WORLD”
– NELSON MANDELA
The idea was born when Mr. Dhulap, MD of Sharp HRD Services Pvt. Ltd., felt the need to share information specific to the world of HR which currently is undergoing not only sharp onslaught from within but also from other businesses. All taking a shot at HR for not waking up to the new world of reality and not being ready enough for the changing landscape of human resources. In these tumultuous times thence the topic “Learning & Development in VUCA work environment” was the most natural happening.
From the respective world of learning and development that remains a much discussed focus area, we selected renowned experts who were shared the specific topic with 13 thought provoking questions. Their views were sought in their individual capacity and in their inimitable style. The same is presented in an unedited and uncensored and in its true spirit. We thank Mr. MVS Murthy, Dr. SK Chakravorty & Mr. Sri Ram Kumar who unquestioningly supported our efforts in making this happen. Read more for your satisfaction what the experts have to share.We hope you enjoyed reading the e-news just as much as we were thrilled to share the knowledge with you. Your views, suggestions, ideas and even constructive critique are accepted. We look forward to your participation for making knowledge sharing a habit. More you share, more you gain. We wish you all happy reading and gaining knowledge.
HR Associate – SHARP HRD SERVICES PVT. LTD.
Ms. Geeta Varma is a seasoned HR professional possessing over 20 years’ of HR experience. Her experience ranges across several industries from manufacturing through service industries like foreign banks, IT, engineering, sports portal start up, transportation and NBFC. Through her career she was responsible for setting HR department, creating policies, PMS, managing HR operations, talent management, creating, and delivering training for both subject matter and the soft skill training within her various companies. She was also part of the core team of a start- up company. As an HR Generalist professional, she continues her journey to be updated in HR skills and is an HR Fellow from MECI-CAMI, PG in Social Work from Delhi School of Social Work & PM&IR from TISS. She is a qualified PGD in Stress Management and Career Counselling.
MR. MVS MURTHY
Mr. Murthy is a renowned progressive HR leader with over 28 years (17 years in HR and 11 years in Sales and Marketing) of expertise in Human Resources Management and strategic business operations with key focus on profitability & optimal utilization of resources; strategy architect credited with implementation of innovative path-breaking HR initiatives so as to streamline processes & capitalize on organizational growth opportunities; payroll technology solutions and optimization of existing platforms; led the integrated workforce and improved operational efficiency by 10%, managed manpower by adopting organization design with reusable talent and multi skilled. Mr. Murthy is adept in workforce planning, talent acquisition/ recruitment, on-boarding, skill management including up-skill & cross skill, learning and training & development initiatives; expertise in confidently contributing to the strategic people agenda by crafting robust performance management frameworks and driving culture change.A Strategic Programmer who has translated business strategies into HR priorities, workforce planning and talent acquisition; employee engagement, recognition framework and other HR policies, projects and other assigned initiatives; achieved 25% higher employee commitment towards organizational objectives through Unique Employee Engagement activities; ability to lead strategic teams as a creative thinker, luminary, problem solver and decision maker who balances needs of employees with the organizational mandate. He has assisted on Board of Studies at Nirma University, Ahmedabad, Gujarat Technological University, Gitam University, Vizag, PIBM, and Pune. Mr. Murthy also participated as a speaker on panel discussion @ Facebook, on Workplace, HR Technology Conference, organized by Cornerstone, TA Dialogues, SHRM, Tech Conference & People Matters event. He bagged awards as ‘Most Influential HR Leaders’ by CHRO Asia, at the World HRD Congress, 100 TOP HR Minds (India)’ by CHRO Asia, at the World HRD Congress. He completed Human Capital Strategist & Strategic Workforce Planner by Human Capital Institute at Dallas, Texas, US, Qualified Belbin Team Role Trainer by Belbin Associates, UK at Mercuri, India, Accredited NLP trainer by Richard Bandler and John Grinder (Innovators of NLP), Hyderabad & “Managing Training Function” by XLRI, Jamshedpur.
We are facing an unprecedented and monumental disruptions in our current work environment, which is both a challenge and highly unpredictable and unnerving to the professionals. Under these uncertain circumstances, what is the importance of learning and development and its impact on the work environment? This is the question we have before us. We are pleased to invite you for engaging in an introspective thought sharing on the topic which is on everyone’s mind, especially amongst the young generation and equally reflected in the corporate world. We believe that your authentic responses will make the difference to understand the present complex work environment and lend the topic its true meaning. We thank your participation for this maiden venture and hope many more such tete’-a-tete’ in future. Please accept our gratitude for your invested time in the questionnaire. Your suggestions if any are invited.
Thought #1: What is the first thought that crosses you on the question? Your view: Learning is continuous, one has to be abreast with the current and embrace new and here is where investments and time spent on Learning and Development bring in dividends to individuals and to organizations.
Thought #2: What is your opinion on 70:20:10 workplace learning? Your view: Holds true even in today’s context, this ensures learning outcomes are a joint ownership of individuals along with organizations and cannot be ignored. Having said this, the transfer of learning is best in an ‘On the Job’ scenario and ably supported by project and classroom mechanisms.
Thought #3: What according to you are the newer skills needed by the leaders to make L&D more impactful for their employees? Your view: I would prefer not to list newer ones instead sharpen the existing behavior and leadership skills for e.g. empathy, coaching, mentoring etc.
Thought #4: How important would be the relevance of L&D in the current disruptive work environment? What would be the focus areas that would require L&D to become more important? Your view: Medium of delivery is very important as discussed earlier using a 70:20:10 principle and when it comes to self-directed learning using digital platforms with learning at individual’s convenience will improve the outcomes.
Thought #5: What kind of L&D style / methods / activities would become more popular or gain prominence to be effective in the present times and in the near future? Your view: Advisory interventions through Coaching & Mentoring programs would always remain the mainstay of L&D initiatives. Show me, teach me, try me digital interfaces are and would gain prominence in hard skills and customer facing role enhancements.
Thought #6: How can L&D play a role in facilitating a culture of change and innovation? Your view: In my view it should be mandatory at all execution and delivery levels to subscribe and participate in L&D offerings. Developmental investments should be part of the performance cycle with an aim to raise the bar. Accountability though should remain with individuals. Self-paced learning will remarkably improve the compliance and outcomes on L&D investments.
Thought #7: Do you agree that a novel mind set and capabilities are required for leaders towards making L&D an essential intervention? If yes, please share your few thoughts for illustration. Your view: I remember an old story ‘Learning programs are like fountains – some come to see and appreciate, some come to experience it, some come to internalize and gain from the experience’. Therefore it is every leader’s prerogative to give priority and build the culture in the organization, participation of leadership team and involvement in workshops will be morale booster to the audience.
Thought #8: What do you think needs to be changed in L&D? What strategies would need to be introduced / changed / reinvented to make L&D more significant and engaging for higher productivity? Your view: If the objectives of development are clear then the approach can be prescribed. However it is not always that you are training to enhance skills. In succession planning and career progression it is pertinent to go through assessments, interviews, understand the career interests of individuals and then prescribe a curriculum. The methodologies and training offerings can gain acceptance and momentum only if the recipient is sufficiently on boarded on the program, expected outcomes, effort required, timelines, reward and a comprehensive report on the entire process.
Thought #9: Do you believe that the basic knowledge of the corporate world and of management principles will be reinforced because of VUCA? Your view: Millennial to whom the current VUCA world belongs to are in my view live the current and do not prefer to carry much of the baggage from the past or deep dive on the in contextual future. Most of this population are naturally exposed to management principles and practices during their academic journey and heed little or no reference, as they prefer to live or deal with today.
Thought #10: Please share 5 traits needed by the L&D leader for result based training, especially keeping in mind VUCA work environment?Your view: Openness, Digital, Continuous innovation, Empathy & Flow.
Thought #11: What steps should be taken to make L&D a serious HR intervention for better ROI on employees? Your view: Peri Training, sufficient effort has to be spent before, during and after training intervention to help understand the actual objectives, transfer of learning and sustaining the learning. I had always seen the ownership transfer from trainer to learner will have a great impact on the ROI and this is the best or only way to enhance returns.
Thought #12: Please share your thoughts and suggestions in blending the learning environment with the present or future work environment? Your view: In certain skill development and awareness training it will be useful and recommended to try virtual technologies to augment the learning.
Thought #13: In your opinion, what could be the trends to watch for in L&D in VUCA environment? Your view: I see a trend to demonetize L&D offerings for self-learning and instead focus on exclusive interventions which helps bring in the focus and better ROI. In short L&D should not be an obligation like in the past and be there to facilitate one move from point A to B by integrating with personal and professional objectives.
DR. SACHITRA K CHAKRAVORTY
Dr. Sachitra Kumar Chakravorty is a blogger, Certified Stress Management Professional by ISMA, Sydney Australia, Level IV International Corporate Trainer accredited by AIOBP, Clinical Hypnotherapist, Law of Attraction Expert, Counselling Psychologist, Certified Hypnotherapist / NLP Practitioner, Law of Attraction practitioner and trainer, Transactional Analysis Practitioner, Motivational Speaker, and Wellness / Success / Business / Life Coach. He is doctorate in HR Management. Dr. Sachitra was also conferred Rashtriya Vikas Ratna Award on Leadership and for his support to Create software on competency mapping & online career guidance and for his outstanding work on Psychology. Dr. Sachitra is advisor to many global communities like Harvard Business Review; he also conducts training on behavioural therapy, Law of Attraction, Transactional Analysis, Soft Skills training. He believes that training for the people should be based on assessment, so that the gaps can be filled up with proper training modules. He can be reached at www.linkedin.com/in/transilienz.
Thought #1: What is the first thought that crosses you on the question?Your view: Learning presents a great opportunity to expand the knowledge base of all employees, but many employers find these opportunities quite expensive. Employees also miss out on work time while attending training sessions, which may delay the completion of projects. Despite the serious drawbacks, learning and development provides both the company as a whole and the individual employees with benefits that make the cost and time a worthwhile investment.
Thought #2: What is your opinion on 70:20:10 workplace learning? Your view: For 70:20:10 to be really effective, there will often need to be a change in the culture of learning at the organisation. Some L&D professionals choose to introduce the concept explicitly to employees. What is clear is that finding success with this model involves so much more than blending e-learning with classroom learning, or improving how you record performance in relation to training. It is a massive change of mind set for L&D professionals that will take them far away from content and courses, to stepping into learners’ shoes and handing employees the tools to acquire the skills they need in a way that they choose.
Thought #3: What according to you are the newer skills needed by the leaders to make L&D more impactful for their employees? Your view: For businesses, the aim is to gain a competitive advantage. Ultimately, all organisations are looking to optimise their human resources by honing the skills of their workforce.1. Deep and thorough understanding of the business you are part of, is among the greatest assets that you as a leader can possess 2. Ability to measure and assess Employees Training Needs 3. Strong communication and interpersonal skills 4. Passion for continuous learning 5. Innovative Training styles and topics 6. Make sure to develop an acute appreciative content and desire for efficiency
Thought #4: How important would be the relevance of L&D in the current disruptive work environment? What would be the focus areas that would require L&D to become more important? Your view: Business models are adapting to volatile marketplace dynamics, while technology accelerates the pace of workforce changes. This change may be psychologically threatening to the workforce, but it can create headroom to add customer value in new ways. Many L&D functions are not prepared to shift at the same rate businesses are changing. Keeping pace with the fast moving changes leaders need to identify challenges and find a better solution. Learning leaders need to create a learning function that focuses predominantly on understanding the business and problem-solving, using learning and organizational development as mechanisms. This is a significant shift from the traditional “training shop” approach. Given budget constraints and the need to move quickly, this approach may require engaging L&D leaders who can bring learning innovation more rapidly. The right leader will understand brain science and learning technology innovations and use them to achieve business impacts.
Thought #5: What kind of L&D style / methods / activities would become more popular or gain prominence to be effective in the present times and in the near future? Your view: L&D profession is faced with multiple challenges: juggling new technologies, shifts in learning styles and executive expectations to deliver tangible benefits. The shelf-life of skills is decreasing, the shortage of soft skills is increasing, and robotics and AI mean the future of jobs is uncertain. Careful and deliberate adoption of technology to support organisational learning culture is required. L&D leaders have now reached a pivotal point and are poised to launch their organisations into a bright future. The effective training mode should be more unique and not like the earlier ones used by most training professionals. 1. Continuous Learning 2. Employee led learning 3. Develop managers as coaches 4. Focus on employee created contents 5. Mobile learning 6. Micro-learning 7. Data and Analytics 8. Gamifications 9. People Analytics
Thought #6: How can L&D play a role in facilitating a culture of change and innovation? Your view: Change management is the process of preparing and supporting individuals to adopt change successfully in order to drive organizational success. Traditionally, change management is used by companies to assist individuals, teams, and the whole organization in the transition, using methods to redirect the use of resources, and other modes of operation that significantly reshape a company or organization. 1. Determine specific training needs 2. Add communication in the training Plan 3. Choose more easily accessible training solutions
Thought #7: Do you agree that a novel mind set and capabilities are required for leaders towards making L&D an essential intervention? If yes, please share your few thoughts for illustration. Your view: I fully agree on the terms that noble mind set and capabilities are required for leaders towards making learning and development an essential intervention. 1. Nurturing learner’s original drive 2. Feeling compassionate 3. Just find mistakes as opportunities 4. Make every moment count
Thought #8: What do you think needs to be changed in L&D? What strategies would need to be introduced / changed / reinvented to make L&D more significant and engaging for higher productivity? Your view: In a world where employees are forced to Work in a Volatile, Uncertain, Complex and Ambiguous environment (VUCA), L&D face a big challenge to complete their mission. Relying solely on technology and methodology is not enough; there has to be a clear vision behind learning strategies.
Let’s analyse how L&D can best help to create value by: • Focusing on self-directed learning, i.e. encouraging employees to develop themselves • Reinforcing a basic knowledge of the corporate world and of management principles • Developing the digital competencies of their workforce • Blending the learning environment with the work environment • Setting up their workforce for success in a VUCA world
Thought #9: Do you believe that basic knowledge of the corporate world and of management principles will be reinforced because of VUCA? Your view: Critical success factors in the VUCA world are: sound business principles, a firm’s agility to respond speedily, strong collaborative networks, innovation and ethical practices. These are aligned with a responsible leadership style, which is a combination of transformational, servant and authentic leadership. The volatility, uncertainty, complexity, and ambiguity inherent in today’s business world is the “new normal”, and it is profoundly changing not only how organizations do business, but how business leaders lead. The skills and abilities leaders once needed to help their organizations thrive are no longer sufficient. Today, more strategic, complex critical-thinking skills are required of business leaders. HR and talent management professionals can help their organizations succeed in today’s VUCA environment by developing leaders who can counter volatility, uncertainty, complexity, and ambiguity with vision, understanding, clarity, and agility.
Thought #10: Please share 5 traits needed by an L&D leader for result based training, especially keeping in mind VUCA work environment?Your view:We are currently in a business environment that is seeing more transformation and volatility than at any time in the recent history – an environment similar to the volatile, uncertain, complex and ambiguous (VUCA) environment. L&D leaders need to be able to empower a culture of learning by creating leaders of character capable of cascading lessons, providing feedback loops to evolve quickly and allow businesses to adapt, react and thrive in this type of environment. L&D in the changing environment must have all these attributes: 1. Strategic Thinker 2. Well versed in instructional design 3. Well aware with project management 4. Facilitators of change and learning 5. They must be able to evaluate: This is probably one of the most overlooked qualities of a good trainer. The skills required for trainers regarding evaluations include, but are not limited to: conducting surveys, creating effective tests, and assessing learners through observable behavioural changes.
Thought #11: What steps should be taken to make L&D a serious HR intervention for better ROI on employees? Your view: I have answered this question in the previous one.
Thought #12: Please share your thoughts and suggestions in blending the learning environment with the present or future work environment? Your view: Blended learning can be explained as a method of learning which essentially incorporates traditional and orthodox instructor-led learning with independent technology-based learning. It is definitely not a new concept in education having slowly risen in popularity among educational institutes and is now being implemented in organisations as well. Blended learning provides a much-needed revamp to the methods of employee training and development in recent times. It simply blends two approaches, combining the benefits of both. Let’s understand why it became popular among organizations across the globe. 1. Personalized Training Experience 2. Ease of Access 3. Cost Effective
Thought #13: In your opinion, what could be the trends to watch for in L&D in VUCA environment? Your view:In a world where technology is changing jobs and people are living longer lives with more diverse careers, organizations have not only an opportunity, but a responsibility, to reinvent learning so that it integrates into the flow of work and life. In the age of the social enterprise, organizations will realize that creating and maintaining a culture of lifelong learning is not just part of their mission and purpose, but is what gives their workers meaning both in and out of the workplace.
MR. SRI RAM KUMAR
Consultant | Coach | Corporate Trainer/Facilitator | TEDx Speaker
Sri Ram is a performance-driven senior management professional with 20+ years of progressive experience in diverse domains like Banking, BPO/KPO/GSSC’s and Information Technology, having worked with marquee names as employers and clients. With significant exposure and demonstrated success in diverse areas like Business Strategy Planning, M&A/JV, Integration, Client Engagement, Strategic Marketing and Branding, Corporate Communications, Employee Engagement and Leadership Development, amongst others, Sri Ram’s professional career has been built on his strong ability to quickly understand complex concepts, identify and solve problems, turn ideas into logical strategies and plans, and implement process and procedures that help optimize productivity, impacting top and bottom lines, while building relationships of trust. Sri Ram is currently part of the Executive Leadership Team at TLRNOW Consultants Pvt Ltd., a niche firm serving clients in the Coaching, Mentoring and Training space. As Director Operations, he is responsible for driving the TLRNOW’s growth strategy, key operational initiatives and corporate development.
Consulting Experience Sri Ram has worked with clients in IT, Manufacturing and Pharmaceutical Industries in review, design and development of leadership assessment and leadership development programs aimed at aligning human capital with company goals and culture.
Coaching Experience Sri Ram has worked with Coachees, across diverse industries and levels of experience, aiding them in problem-solving, goal setting and achievement, increasing self-esteem and confidence
Training/Facilitation experience Sri Ram has designed and delivered more than 12,000 hours of Training/Facilitation interventions in the areas of Strategy/Business Planning, Leadership Development, Team Development, Leadership Communication, Executive/Leadership Presence, Presentation skills, Influencing, Negotiation, Persuasion, Relationship Management, Interpersonal Skills, Impactful Communications, Story Telling, Stakeholder Management and Team Building for clients in the Consulting (Big Four),IT, BFSI, Entertainment, Travel, Retail, Manufacturing, Pharmaceutical and Engineering industries.
Education and Professional Accreditations Sri Ram is a dual MBA (one in Finance and one in General Management) and is also a Certified Outsourcing Professional (one among the 150,000 individuals globally) in addition to being an ICF Certified Coach.
Other Interests Sri Ram is a seasoned Toastmaster and also writes regularly on LinkedIn and Twitter. He also speaks in the areas of Leadership, Team Building, Training and Personal Excellence in a variety of platforms including TEDx. He can be reached on email@example.com and in LinkedIn at www.linkedin.com/in/sriramkumarc.
Thought #1: What is the first thought that crosses you on the question?Your view: The first and probably the only thought that crosses my mind when I hear this question is “How many organizations are fine-tuning their business strategy and L&D strategy in unison, because tweaking one, while ignoring the other will derail both”.
Thought #2: What is your opinion on 70:20:10 workplace learning? Your view: I believe it provides a good framework that will help shape experiences for people to learn and grow. There is a lot of material that debates the efficacy of the precise percentages of 70/20/10 though. Keeping aside these debates, I do believe it provides a good linkage between experiences and learning.
Thought #3: What according to you are the newer skills needed by the leaders to make L&D more impactful for their employees? Your view:I do believe that we need to step back and examine the need for Leaders having an innumerable list of skills. That puts pressure on them and makes the learning process vague, ambiguous, and too long and thus the focus is lost. Leaders whom I admire (those I have worked with or otherwise), I believe always got six things right -Self-development, Team development, Communication, Innovation, Strategic Thinking and Ethical Practice. If Leaders get better at these, they would be the ones that make a difference in the VUCA world.
Thought #4: How important would be the relevance of L&D in the current disruptive work environment? What would be the focus areas that would require L&D to become more important? Your view: L&D’s role as a trusted partner that supports leaders in developing the right skillset, mind-set and toolset to bring out the best in their employees would continue to remain as it has been till now. Nurturing leadership development, fostering professional competence and building personal resilience should the focus areas for L&D.
Thought #5: What kind of L&D style / methods / activities would become more popular or gain prominence to be effective in the present times and in the near future? Your view: While use of e-learning and apps has proliferated in the last few years, organizations are realizing that they are not the silver bullet. Product training could be effective using an App, but building Negotiation skills is not. I believe we would be seeing more of personalized learning with in-person interaction between learners and the facilitator increasing.
Thought #6: How can L&D play a role in facilitating a culture of change and innovation? Your view: As I had mentioned earlier, L&D should constantly examine if its strategy is in line with business strategy and it supports business with current and future skills and capabilities. If this happens, culture change, innovation etc. fall in place automatically.
Thought #7: Do you agree that a novel mind set and capabilities are required for leaders towards making L&D an essential intervention? If yes, please share your few thoughts for illustration. Your view: Learning in the VUCA world is non-negotiable. With regard to the point on novel mind set and capabilities, we at TLRNOW recently conducted a survey with a few CEO’s on how do they think Leadership Development programs can really add value to the business and this was published as a white paper subsequently. The CEO’s identified three key parameters – relevance of skills being imparted, relatable delivery and reliable results as the key to success for leadership development interventions. I believe these are critical elements and with these in mind, making L&D and essential intervention would be an easier and more business aligned task that would get everyone’s buy in.
Thought #8: What do you think needs to be changed in L&D? What strategies would need to be introduced / changed / reinvented to make L&D more significant and engaging for higher productivity? Your view: L&D needs to use data, akin to business, increasingly, to inform, drive and communicate its decision making – data about the business, about learners and about performance. This can help L&D build and nurture an environment that is focused on self-directed learning, agile and aligned to business needs.
Thought #9: Do you believe that basic knowledge of the corporate world and of management principles will be reinforces because of VUCA? Your view: I believe yes. In fact, the good old principles of doing business need to be revisited and nurtured. A lot of time and effort is being wasted out there by organizations mistaking the means to be the end with regards to L&D.
Thought #10: Please share 5 traits needed by an L&D leader for result based training, especially keeping in mind VUCA work environment? Your view: I would believe the following are important
• Being business aware (not necessarily a domain expert) • Get better at facilitating (allow participants to learn on their own) vs. training • Building financial acumen (ability to have those ROI conversations) • Move from ‘right’ approach to ‘relevant’ approach • Connect with diverse work generations
Thought #11: What steps should be taken to make L&D a serious HR intervention for better ROI on employees? Your view: As part of our whitepaper that I had mentioned earlier, we at TLRNOW had identified a four step process that would make learning interventions effective from both a learner and organization point of view. These four steps are:
• Plan with the end in mind • Create with the plan in mind • Deliver with the mood in mind • Measure with the plan in mind
Thought #12: Please share your thoughts and suggestions in blending the learning environment with the present or future work environment? Your view:L&D today and in the future should increasingly see itself as an important arm of the business. At the end of the day, what L&D does impacts the biggest asset of the organization, people. As I said earlier, L&D should align itself closely and that will help it and the business succeed.
Thought #13: In your opinion, what could be the trends to watch for in L&D in VUCA environment? Your view: If I am allowed the liberty to look into the crystal ball, I see the following increasing in importance:
• AI Solutions in L&D • Co-creating content with learners • Increased human connect in learning (aka more facilitator led sessions) and • Coaching complementing training as a learning tool