Aitch Are Gives You...
Covid has changed many things in a short space of time, hasn't it?
Some obvious, such as how we work, engage, communicate, collaborate, develop, and "get stuff done" in a predominantly remote environment. And some not so obvious, such as my growing addiction to coffee, and increasingly strange attire beneath the Zoom headshot. Too much information, perhaps... One area that has been tremendously impacted has been the world of learning and development, and for the International HR Forum's second virtual "Annual Do" session I was delighted to have Paul Matthews from People Alchemy along to discuss how the function has had to go through something of a re-boot. Here are the key takeaways from a very thought-provoking hour. So, what's changed? - People. - Organisations. - Strategies. - Culture. - The way we work. So what do we need to do from an L&D perspective? First things first... Get clear about the vision, purpose and mission. And how do we support the broader strategies and plans of the business as a result? Second... Don't just have one strategy. Multiple strategies are needed to plan for lockdowns, easing of restrictions, re-imposed restrictions, what happens when a vaccine emerges, etc. There are going to be multiple pathways. Base the various scenarios on org strategy, environmental analysis, and forecasts. Third... Timescales, specifically the balance between short- and long-term. Many companies initially had a knee-jerk response at the outbreak of the pandemic which although well-intentioned at the time may provide dysfunctional in the longer-term. Fourth... Think about delivery. Covid has unfrozen so much stuff that was frozen before. Classroom based development is out, so how do you ensure what you do going forward will work? Paul highlighted the following trends: - A need to completely redesign content and delivery. - There's been a "dive into digital". - Take into account "Zoom fatigue". This all led to a broader discussion on the approaches organisations could take: - What does your customer want? What does success look like to them, and what changes and improvements would they expect to see? - How can I deliver behaviour change? Plan, practice, perfect, perform. - How do I make it effective? Particularly in a remote environment. Paul referenced Dr. Ina Weinbauer-Heidel's "12 Levers of Transfer Effectiveness". - Create an environment that reflects that learning happens over time, as well as in the moment. Huddle, study, practice, feedback, repeat. - How do you measure success? For example, Don Kirkpatrick's four levels of learning evaluation. A huge thanks to Paul for leading such a stimulating session. Feel free to contact him: - https://peoplealchemy.com/about - @PeopleAlchemy on Twitter - https://www.linkedin.com/in/paulmatthews100/ on LinkedIn See you next time!
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AuthorSenior HR executive who has seen it all. On a mission to simplify the world of work. Archives
May 2020
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