For the past years we have been talking quite a lot on how to change our approach on training and developing our employees, how to move on beyond traditional trainings and take it to the next level.
The overall tendency was “the new digital learning experience” moving trainings/workshops online: virtual led session, e-learnings, VR based learning.
Utilizing more and more our Learning Management Systems and integrating them with external platforms such as LinkedIn Learning, Coursera, Udem and so on.
Now, that being said, 2020 came with all its power pushing that concept from one week to another. In March 2020 we had less than 2 weeks to move all onboarding sessions from face-to-face trainings to peer-to-peer coaching sessions online, we were forced to rethink the way we look at learning and development and the “new” digital learning became “now”.
Training and Development teams were urged to be creative in their approach and leaders asked to be more present in the entire process. Blended learning and collective leadership became a must.
Covid-19 changed a lot the leader’s role as they were pushed to lead a home-based workforce in an endless change. They were required to show effective change management, clear strategic thinking, backed up with technical and emotional support to the employees.
As we now are slowly ending 2021 reaching almost 2 years of pandemic it seems that there is a hope for returning to “normal”, but one thing is for sure we have not yet defined what “normal” looks like.
Digital and learning strategies have been put in to place and regardless of where the future will take us, this will never revert. As we embrace more and more work from home policies, remote work options we must get ready to constantly rethink how to successfully train and develop our employees and bring our businesses to a new level of success.
Adjusting employees’ skills and roles to the post-pandemic ways of working will be crucial for creating new business operating-models.
Looking back at the past months I would say that the most important learning for me would be the importance of being present in all aspects of our employee development. It is crucial for our HR, Learning and Development Teams to make an extra effort in successfully onboard our new joiners, upskill and reskill them as we reshape our business strategies and for our managers and leaders to coach and mentor as much as possible.
Alexandru Oprea
Training and Development Lead at Johnson & Johnson
