We’ve been first-hand witnesses to how businesses can change overnight. Indeed, this era might as well be called the Everchanging Era, as we’re grappling with new technologies, different generations in the workforce, evolving societal expectations, economic volatility, and, of course, the impact of the COVID-19 pandemic. Amid all this, a clear priority for businesses and workers persists: staying on top of change and ready for the future. It’s a future dependent on each individual’s ability to learn new skills and redeploy rapidly.

Focus Areas for the FutureManaging change is where learning and people leaders must focus their efforts over the coming months and years. The biggest insurance policy you can take out against the unexpected is an agile learning and development program that supports your company and your employees.

Increasing Value

Learning increases the value of your people and business today and tomorrow. Our research has found that companies with positive learning cultures have more agile teams, are more adaptable, and grow faster. And for the best results, we need to find ways of infusing learning into spaces that enable continuous learning. “In the flow of work” is a phrase that’s often heard in learning circles, but it rings true. The best learning happens when people can access it while going about their daily work, whether that’s via a messaging app like Slack or Teams, on social apps they often use like YouTube, or even through VR headsets on the job.

The Time Is Now

Another aspect of preparing for the future is communicating the urgency of learning today and delivering learning that can keep up with the pace of change. Why? Because many of the changes I’ve mentioned are accelerating. Rapid, scalable learning is quite a feat to achieve. There are several good starting points to consider:

• Make learning relevant to each individual. This means looking at their goals and how learning can support those objectives, recognizing their previous learning and ongoing interests, and understanding their current role and business skill needs. It’s also worth considering life experiences, outside-of-work needs, and their generation.

• Offer a diverse range of learning opportunities. Informal and formal learning can complement each other with deep skill building through capability academies and daily upskilling through videos, podcasts, blogs, and more.

• Reinforce learning through experiences. Theoretical learning can be remembered more effectively when reinforced with experiential learning like shadowing, volunteering, or stretch assignments. It also builds a skill from several different angles, deepening understanding.\\

• Track all forms of learning. What gets measured gets managed. Understanding what learning is popular, what skills are being built, and where gaps exist can help you build a learning strategy that meets the needs of your people and your business.

Looking at this list, it’s understandable if you feel overwhelmed. However, companies (and learning teams) aren’t supposed to do this alone. Bringing in specialists from the learning ecosystem can lighten the load. For wider societal and industry change, employers need to partner with different entities like other companies, universities, and government bodies.

Masters of the Future

Change is inevitable, but we can own it. Businesses and individuals can emerge stronger from change if they see it as a springboard to something bigger and better—and they build the skills to level up. As we go through a period of immense change, staying on top of our skills is the only way to prepare ourselves for each pivot. Plus, knowing that you have the skills to take on tomorrow will help ensure that you can navigate whatever winds blow your way.