L&D: Where are we now?

Nov 27, 2017 | Annual Benchmark Reports, Featured, Research

As we look towards a new year it is important for us to reflect on the current state of the L&D landscape and understand what success in business looks like in a constant world of change and disruption.

How can L&D leaders deliver impact?

In our latest report we have taken the insights from over 700 L&D leaders from 53 countries to bring you a snapshot of where we are right now:  the starting point for our future contribution to business transformation and individual success. This snapshot of the current learning landscape reveals a well-resourced, technology-enabled profession, lacking in some of the essential capabilities they need.

In January we will be launching our road map for learning transformation however we believe the conversations around this change need to happen today.  This report will prepare L&D professionals for the transformation ahead and help them take the next step on the journey towards becoming the New Learning Organisation.

The top priorities for companies this year are :

  • Improving organisational performance (98%)
  • Increase productivity (97%)
  • Increase learning access and flexibility (97%)
  • Increase self directed learning (96%)

In order to achieve these priority areas L&D professionals need to look at what is stopping them achieve this and work towards creating a learning culture that can be maintained and developed. Once they do these they will be on the road to becoming a high performing organisation.

Top 5  barriers in 2017

  • Cost of set-up, development and maintenance (66%)
  • Lack of skills amongst employees to manage their own learning (65%)
  • Reluctance by line managers to encourage new ways of learning (58%)
  • Lack of skills amongst L&D staff to implement and manage technology enabled learning (53%)
  • Unreliable ICT infrastructure (52%)

When we look at the ‘Top Deck’ – those companies that are achieving the best results from modernisation of their learning strategy, we can begin to see where and how L&D leaders need to drive change to change. What singles these organisations out are the high numbers of business and staff benefits they achieve and the low number of barriers to progress. They invest more in technology and they have a real focus on building the capability of their teams.

What you’ll learn in this report

  • Top L&D skills that organisations have now
  • Top L&D skills that organisations want to develop in 2018.
  • What L&D teams want to achieve in 2018
  • Top barriers to successful modernisation of learning
  • Six Characteristics of the new learning organisation
  • Factors that link to successful achievement of critical business outcomes

 

Data for this report is drawn from:

  • The Towards Maturity 2017 Benchmark Study research with over 700 L&D leaders between August 2016 and July 2017.  It is free to download thanks to the support of Towards Maturity Ambassadors.

 

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  • L&D Benchmark Reports
  • In-Focus Reports
  • Sector Reports
  • Case Studies
  • Free Resources

About the Health Check

The Towards Maturity Health Check is an internationally recognised longitudinal study on the effective implementation of learning innovation based on the input of 6000+ participants and 40,000+ learners gathered since 2003. Towards Maturity continuously surveys and studies how people learn at work and the impact this has on organisational performance. By turning data into insights and insights into action, this research is used to help L&D leaders assess and improve the appropriateness, effectiveness and efficiency of their learning provision.

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Download this report

Create an account or sign in to download this report and get instant access to:

  • L&D Benchmark Reports
  • In-Focus Reports
  • Sector Reports
  • Case Studies
  • Free Resources

Featured content

3 old habits that L&D need to leave behind in 2019

3 old habits that L&D need to leave behind in 2019

We have reached a pivotal point in the development of the L&D industry, where we need to make some hard decisions and critical changes if we are to remain effective. The actions we are taking at present, are often ineffective as they rarely create any lasting business impact. Right now, we are failing to show the value we possess to business leaders and lacking credibility with learners. So our approach to learning needs to adapt along with the times as we embrace the new year!

3 secrets for ensuring behaviour change in 2019

3 secrets for ensuring behaviour change in 2019

The point of learning in the workplace is to ultimately establish and develop skills within learners that help organisations to adapt and thrive. Saying that, with only 15% of L&D professionals reporting to have noticed positive changes in staff behaviour, it is clear that the extent to which learning is having an impact on subsequent actions is insufficient.1 The very nature of the L&D role is to instill new knowledge and behaviours into learners which they can apply in order to do their jobs more efficient and effectively. But at present this is lacking. So how do we ensure the behaviour of our learners change and learning is applied in practice?

Culture – is evidence-based L&D our silent witness?

Culture – is evidence-based L&D our silent witness?

Since launching our latest market insight, culture has been the most topical and provoked the more curiosity, yet, only 1 in 5 organisations manage to create a high performing learning culture today, and out of those that do, only 2 in 3 are successful in maintaining it. Although it seems only a few are able to sustain this level of success, it is definitely worth the effort, as learning cultures can result in 9x higher impact on engagement and performance.

3 fresh ideas to reinvigorate busy learners in 2019

3 fresh ideas to reinvigorate busy learners in 2019

Every day your employees face dozens of clients, managers, reports and projects competing for their attention. With 55% of workers saying they lack time to learn, it is clear heading into 2019 that we need to apply some fresh forward-thinking to recapture the attention of the learners and revive their passion for learning.

More research

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In a world in which the nature of work, the workplace and workforce are changing at a relentless pace, organisations must respond to change. In the context of such rapid change Learning and Development (L&D) functions play a vital role. The transformation of organisations demands the transformation of L&D practitioners, however many L&D teams are struggling to change.

Driving Leadership Capability

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Drawing on 15 years of experience and independent data from over 700+ L&D professionals, 10,000+ learners and 200+ L&D leaders that took part in our 2018 Leadership Pulse survey, Towards Maturity and Skillsoft set to uncover real evidence to highlight where the best opportunities are to develop leadership capabilities.

Our Ambassadors

Our Supporters also influence Towards Maturity’s Benchmark and research, providing insights on future trends and practices that should be investigated.

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