3 old habits that L&D need to leave behind
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!

In order to successfully move forwards with our L&D strategies, we need to leave things behind. After all, we cannot be holding on to old, ineffective behaviours and expecting new, more impactful results. But what exactly is it that we need to leave behind?
By evaluating the deeply ingrained habits of the learning and development industry, a group of over 50 people professionals from London and Munich established what behaviours are hindering L&D’s ability to thrive and according to our data, they are not wrong!
Here are the 3 old habits we need to let go of in order to build credibility with learners and establish a more impactful learning strategy:
1. Independence:
Independence is always traditionally seen as a great characteristic to hold, one of individuality, strength and durability. But within the internal dynamics of a business, that thrives as a result of teamwork and interconnectivity, independence is not the desired attribute for a department to hold. L&D needs to stop fighting against the waves, but rather go with them and work with the organisation and its goals. According to our research, those that are improving the effectiveness of formal learning are more likely to hold online evaluations of business impact to ensure learning is aligned with business targets. As such, it is evident that the most impactful learning happens within organisations that are working towards a common goal.
2. Design:
According to the people professionals within our study, L&D need to take a step back and recognise that we do not always know what is best for the learner, and that’s okay. They argue, learning content should be shaped around what the learners need, as opposed to what people professionals think they need. This supports our data, since organisations that are improving the effectiveness of their formal learning are 21% more likely to involve users in the design of the most appropriate learning approach. By adopting this new mentality and involving learners in the design of their own learning solutions, organisations are 4x more likely to be able to personalise learning to individual needs which helps to build a solid learning culture and improve the effectiveness of formal learning.
3. Control:
The third and final old habit that needs to be kicked is the control we feel we need to have, as learning professionals, over the learning journey of our people. Now, don’t get me wrong, it is always good to have control of the reigns to some extent, but according to our people professionals on the ground, we need to give our learners freedom to breath. They need to be given responsibility for their own learning journey in order to ensure learning is not something that happens to them, but rather involves them. It is clear from our data, that those increasing the effectiveness of formal learning build credibility with learners by giving learners access to learning provisions at any time.
Heading to the future
We need to build the credibility of L&D with learners if we want to successfully improve the effectiveness of formal learning. But how do we do it? Clearly we have reached a point where old habits are now hindering our own ability to move forwards.
Download the full report here: Beyond Blending: Improving the impact of formal learning through technology.
Learning Health Check
The Towards Maturity Health Check enables L&D professionals to review their current learning strategy, compare their approach directly with top performing organisations and set priority actions – helping to deliver peak performance.
Get started and find out how your learning strategy compares!
Learning Health Check
Get started and find out how your learning strategy compares to high performing learning organisations!
Featured content

The Great Training Robbery
According to research published by Harvard Business School (HBS), organisations across the globe are experiencing ‘The Great Training Robbery’ because the correct conditions and culture for learning are not in place. People are not ready and willing to change, and ultimately learn.

Who moved my skills?
Organisations are facing unprecedented levels of change as they seek to remain competitive and gain new markets. One of the critical challenges facing organisations is the acquisition of skills in this new landscape.

La Vie en Rose, does seeing ‘life in pink’ matter?
Learning can be defined in many ways, but most psychologists would agree that it is a relatively permanent change in behaviour that results from experience. The three major types of learning described by behavioural psychology are; classical conditioning, operant conditioning and observational learning. In order for learning to stick and becomes the new normal, all three types require self-driven will. Therefore, how people view the world through their lens matters.

Speexx gears up for annual Speexx Exchange conference in Berlin
It’s that time of year again—the annual Speexx Exchange conference in Berlin is right around the corner! This leading industry event on talent management practices brings together learning and development (L&D) practitioners from around the world for a full day of networking, sharing and learning.
Featured

Transforming learning in the pharma and life sciences industry
As an industry, pharma and life sciences is leading the way with evidence-based practice and therefore it is surprising that organisations are not applying this valuable practice to support people to transform as they grapple with the skills acquisition challenge.

The Great Training Robbery
According to research published by Harvard Business School (HBS), organisations across the globe are experiencing ‘The Great Training Robbery’ because the correct conditions and culture for learning are not in place. People are not ready and willing to change, and ultimately learn.

Who moved my skills?
Organisations are facing unprecedented levels of change as they seek to remain competitive and gain new markets. One of the critical challenges facing organisations is the acquisition of skills in this new landscape.

La Vie en Rose, does seeing ‘life in pink’ matter?
Learning can be defined in many ways, but most psychologists would agree that it is a relatively permanent change in behaviour that results from experience. The three major types of learning described by behavioural psychology are; classical conditioning, operant conditioning and observational learning. In order for learning to stick and becomes the new normal, all three types require self-driven will. Therefore, how people view the world through their lens matters.
Our Supporters also influence Towards Maturity's Health Check and research, providing insights on future trends and practices that should be investigated.