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Seasonal Gifts: Finding Lessons in Virtual Training “Fails”

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5 Practical Steps to Shift Your Role in the New Year

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Talent Development Leader

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Shopify is using critical thinking as the basis for teaching technical skills. 

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This edition of TD magazine features theme articles focused on instructional design. Other articles explore sales, coaching, ATD’s *State of the Industry* report, and much more.

December 2024 - TD Magazine

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Typical Breakdown of a Talent Development Budget [a pie chart broken out by percentage] Internal costs: 57%; learning supplier expenses: 27%; tuition reimbursement: 16% SOURCE: 2024 STATE OF THE INDUSTRY
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 An edtech ecosystem helps organizations provide learning that goes beyond basic training. How can an edtech ecosystem support lifelong learning? Here are five actionable ways it makes a difference.

5 Ways an EdTech Ecosystem Supports Lifelong Learning for Professionals

For many, this time of year means reassessing our current roles and thinking about our career trajectory. How can we tackle this effectively without feeling overwhelmed?

What Does Success Mean to You as We Approach the New Year?

Just a couple years ago, companies were conducting hiring sprees, scooping up a seemingly unlimited supply of talent. Today, however, more talent professionals are asked to do more with less, while facing intense competition for individuals with the most business-critical skills. But this reset has given rise to a new way of thinking about talent—the skills-based transformation, in which candidates are hired, and internal talent developed, based on their unique skills and strengths.To make the skills-based transition successful, companies must ensure their talent acquisition (TA) and learning and development (L&D) teams work more closely together. This will be especially important since talent with key skills is harder to find than ever. According to Randstad Enterprise’s latest in-demand skills research, global hiring complexity for AI and automation skills is two times higher than average, while data analytics skills are 2.3 times higher.In this landscape, rather than always turning to recruiting external talent, consider how individuals with key skills—or at least the potential to learn them—may already be in the organization. But without insights and development plans from L&D, those high-potential employees, and their skill sets, may remain hidden. Along the same lines, when new talent is brought in, L&D should be involved as well, helping to ensure they continually learn and grow to develop the skills needed for the future.But for TA and L&D to collaborate most effectively, they must leverage the right data to help guide their decisions. With access to up-to-date talent intelligence—about the supply of skills both within your organization and outside it—TA and L&D teams gain the insights to better work together and ultimately ensure the company acquires the right skills.Identify the skills you need.Due to the growing use of AI, the skills companies need are changing constantly. With access to the right talent intelligence, companies can better predict the skills that will be most critical for their organizations today and into the future. And if talent with those skills is too difficult to find internally or externally, the data can help identify talent with the adjacent or transferable skills most indicative of success in attaining those needed skills. Once those skills are identified, TA and L&D can work together to determine the best way to acquire those skills, whether hiring externally or developing internal—or even external—talent.Build a skilled and diverse workforce.As part of the skills-based transformation, many organizations leverage talent intelligence to conduct skills mapping or create skills ontologies to better understand the skills already in the organization. Such insights can also reveal the individuals who show strong potential to learn the new skills that TA may be struggling to find externally. This approach is also helpful for enhancing workforce diversity and creating equity. With female talent largely under-represented in some of the most in-demand skills, like AI and automation, providing promising female employees with the right training and development can improve diversity while ensuring the company gains those needed skills.Understand the external talent market.Strong talent intelligence can help you find the best sources for the skills your organization needs. It can also uncover essential data about what those individuals are looking for in their next role, like salary expectations and desire to work remotely, so TA can be better positioned to attract and engage them. If talent with the exact skills can’t be found, TA can still hire based on the potential and inherent skills of the top candidates, working with L&D to create the development paths to fill those crucial gaps.Make smarter decisions with talent intelligence.While finding talent with the most in-demand skills may be challenging, companies that drive collaboration between their TA and L&D teams will be better positioned to identify the right people, or nurture promising talent to help them learn those skills. When guided by robust talent intelligence, the result is a streamlined approach to acquiring the skills needed immediately, while providing the training that keeps up with the skills needed for the future.Download Randstad’s latest in-demand skills research. See the supply and demand of the skills you need with the in-demand skills dashboard.

Why Talent Acquisition and L&D Must Work Together to Find Talent With Key Skills

The increasing demand for upskilling and reskilling, paired with technological advancements, has paved the way for new learning methods that are restructuring how organizations approach employee development. With the uprising of digital transformation, staying ahead of the latest L&D trends is crucial for organizations aiming to create a skilled, adaptable workforce. Embracing Personalization in LearningOne of the most transformative trends in L&D is the shift toward personalized learning experiences. Unlike traditional, one-size-fits-all methods, modern learners crave content tailored to their unique needs, goals, and learning styles. By utilizing artificial intelligence (AI) and data analytics, organizations can create learning paths that adapt in real-time, ensuring employees receive the most relevant training exactly when needed. Adaptive learning technologies, which modify content delivery based on a learner’s progress and performance, are at the forefront of this innovation. These tools boost engagement and enhance retention, making them a cornerstone of contemporary L&D strategies. Microlearning: Small Bites, Big ImpactMicrolearning is another innovative approach gaining momentum. This method breaks down complex topics into short, focused lessons, making it easier for learners to grasp and retain information. By offering bite-sized content, organizations can meet the modern learner’s need for flexibility and quick access to information, making the learning process more convenient and less overwhelming. The shift toward microlearning aligns with the growing mobile learning trend, which allows employees to access training materials on the go. This is particularly important as remote work and global teams become more common, further illustrating the future of education technology in L&D. Collaborative and Social Learning Learning is no longer confined to formal, structured environments. Today’s workforce thrives on collaboration and knowledge sharing, leading to the rise of social and collaborative learning tools. Platforms that enable employees to interact, share ideas, and solve problems together foster a culture of continuous learning. Whether through discussion boards, peer-to-peer mentoring, or real-time collaboration tools, these methods promote active participation and build a strong sense of community within the organization. The power of collaboration is found in the content shared and the connections built across teams. These connections are the catalyst for achieving remarkable results and driving progress. Immersive Learning Technologies: The Future of EducationImmersive learning experiences are becoming increasingly common. Virtual reality (VR), augmented reality (AR), and mixed-reality platforms allow employees to use simulations replicating real-world challenges in a safe and controlled environment. These technologies provide hands-on, experiential learning that enhances skills retention and builds confidence. Immersive learning is particularly beneficial in industries where practical training is essential, such as healthcare, manufacturing, and emergency services. The ability to simulate high-pressure scenarios without real-world consequences makes VR and AR indispensable tools in modern L&D. The Rise of AI-Powered Learning PlatformsAI is revolutionizing educational technology. From chatbots that offer instant support to AI-driven content creation, automation is making learning more efficient and accessible. AI-powered Learning Experience Platforms (LXPs) enable organizations to curate personalized learning paths, recommend content, and analyze performance data to predict future learning needs. This intelligent automation allows L&D professionals to focus on strategic initiatives, ensuring that learning aligns with organizational goals. By leveraging AI, organizations can foster a forward-thinking culture of learning that anticipates future skill requirements and addresses them proactively. The Future Is Now The latest L&D trends show that the future of learning is driven by innovation, adaptability, and a focus on personalized, collaborative, and immersive experiences. As organizations embrace these cutting-edge methods, they are better equipped to develop a skilled workforce ready to tackle today’s challenges and tomorrow’s opportunities. By adopting cutting-edge educational technology, businesses can ensure that their learning and development initiatives consistently drive success and expansion.

Revolutionizing Education: Exploring the Latest Trends in Learning

A majority (71 percent) of CEOs face imposter syndrome during their leadership, according to Korn Ferry. While we might not all be CEOs, most of us experience imposter syndrome at some point. The Label and the Human ConditionIt’s perfectly natural to feel like a fraud—whether it’s when facing a new job, environment, or large challenge.But there’s an interesting thing about the human mind. If we label it, in this case, imposter syndrome, it often becomes that very label we want to avoid.Moreover, labels make it seem like we are the problem.It’s worth remembering where the term came from. Doctors Pauline Rose Clance and Suzanne Imes originally referred to the “Imposter Phenomenon” in their 1978 paper: “The Imposter Phenomenon in High Achieving Women: Dynamics and Therapeutic Intervention.”Interestingly, their paper was specifically about high-achieving women, and it never used the term “syndrome.” That was later added when psychologist Carol Tavris used both phenomenon and syndrome in her 1982 Vogue article, “Your Life, Your Health—Who’s in Control?”Why do all these details matter?In short, feeling like a fraud is a perfectly normal experience of the human condition. If we don’t doubt ourselves at times, we plow on making mistakes and missing details blinded by overconfidence.Instead, self-doubt allows us to reflect, check, and improve on ourselves.Of course, some cases can and do turn into a pathological syndrome, but it’s vital to understand and face the cause rather than jump onto symptoms.To manage imposter feelings, understand the root cause:How does your environment or work culture support or hinder your confidence? What is within your control to change? We can all do our part to nurture belonging as part of our work culture, including promoting book clubs, for example. Who or where are your allies such that you both support and promote each other? Feeling like you’re the only one in the trenches can turn into an imposter phenomenon.What biases or stereotypes operate around you? Sometimes we are hired into a leadership role because we are different, and this can quickly lead to feelings of not belonging and of being a fraud.Embrace the Whole of YouWhen facing imposter feelings, many try logic and reframing or mind over matter. “While these are valid techniques, the cognitive approach can only take you so far because imposter feelings are driven by emotions that want to be heard.”Instead, the art is to embrace all our emotions, an approach that can be built on the foundations of emotional intelligence at work. In the language of Internal Family Systems, we welcome all our internal parts.Essentially, we all have a family of inner parts, and it is within our power to embrace them. As such, we mediate harmony by leveraging our inner compassionate and confident core self.Everyone can connect to that inner core and become more grounded and at peace with their parts, including the imposter ones. The power of the approach is that it targets both our logical and emotional minds.Collaborate with your imposter part:Imagine your imposter part as a separate entity with shape and color, and try to get to know it. While this might sound strange, it naturally creates a space so that the emotions become less overwhelming.Practice self-compassion both toward yourself and your imposter part. It has been trying to protect you, even if over-enthusiastically. By highlighting self-doubt, it might be telling you to change your approach, for instance.Note when the imposter feelings come up and how they influence you. Sit with the emotions to deepen your understanding, and with time, they will gradually dissipate.Embrace Your Imposter Part for Future SuccessWorking with the mind means blending both logic and emotions. Most importantly, we need to deal with the root cause of imposter feelings. So, reflect on your inner imposter voice and collaborate with it. Furthermore, review how your environment and those around you perhaps feed the imposter part within you. As you connect with your imposter part and gradually shift what is within your control to change, you’ll find yourself feeling more grounded and self-assured. 