Are You Building Your Future in the Wrong Zip Code?
Are you feeling the heat when it comes to keeping up with the latest trends, rising expectations, and unfamiliar priorities of the future of learning? If the answer is yes, you're in the right place. And if you've taken our quiz (you have, haven't you?), we're guessing that most of you scored in the range that we're calling Beverly Hills 90210. Let me explain...
The Future of Work: Take the Quiz
You’re on the brink of being an industry leader.
Just like Beverly Hills 90210, you're trailblazing new paths and making unprecedented moves that feel a little risky. You've got the right mindset! Go ahead and give yourself a pat on the back. But if you don't stay vigilant with the implementation and execution of a future-focused L&D strategy, you'll fall behind in the blink of an eye.
One of the biggest missteps we see organizations making at this stage is slowing down instead of stepping on the gas. Now is the time to leverage the momentum you've been slowly building and establish yourself as an employer of choice for the next generation of the workforce. Maybe you're thinking, we're not Google or Deloitte or Apple. We can't compete with the flashy incentives they can offer to Gen Z. Don't let the imposter syndrome win, my friends!
Let me clue you in on a little Hollywood secret: Beverly Hills 90210 wasn't filmed in their famous namesake zip code. But that didn't stop any viewers from buying in to the story they were telling. With a powerhouse strategy, and the right experts to help you shape and deliver it (🙋♀️), you can absolutely compete with the best of the best. Here's where I would start...
Make that main character energy a selling point.
I'm still upset about Dylan McKay's untimely and sudden departure from the show. But imagine if Luke Perry's character disappeared after just a few episodes like they had planned? Tragic! Good thing Perry turned guest star potential into breakout star opportunity.
Your future Gen Z employees are hoping to do the same with their careers at your organization. It's not a job description; it's the starring role in someone's story. It's not a standard training; it's an opportunity to perfect their craft. If you want to become an authority on the future of learning, it starts with aligning your incentives with Gen Z's priorities. Not sure what those are? Download "Decoding the Future: Strategies for NextGen Learning" for a full debrief.
Keep reading for practical ways that you can catapult your organization into the future with tips to improve your L&D strategy across technology, engagement, and Gen Z priorities:
GEN Z PRIORITIES
Make your employees invaluable by providing valuable career development initiatives. This is a BIG deal for Gen Z. Whether it's through tuition reimbursement for course related to their work, in-house workshops, or mentorship programs, there is always more that can be done to show employees that you're invested in their success.
Bring wellness to the workplace. Life is busy, and that's not changing. If you really want to improve your employees' work/life balance, consider providing on-site wellness activities, such as yoga classes or mindfulness session, so employees can address their mental health needs in real time.
Clear out the career path cobwebs. Make sure your employees know exactly how they can grow in your organization by having having transparent criteria for promotions, offering training specific to attaining future managerial roles, and encouraging internal mobility by allowing employees to transfer between departments or take on new projects.
ENGAGEMENT
Instill ownership. If you want to create an environment where ever team member feels valued, seen, and heard, (which, in turn, will boost productivity and innovation!), it's essential to include employees in the decision-making process and up the commitment ante. Learn more about how you can do that here.
Train your leaders to...lead. You've probably heard all the rhetoric about implementing regular feedback loops, like surveys, suggestion boxes, and open forums, where employees can voice their opinions freely. But how much thought is being put towards leadership training programs that can equip managers with the skills to effectively solicit and incorporate employee feedback, ensuring that team members feel genuinely listened to? Answer: Not enough.
Create cross-functional teams. Whether it's for project work or decision-making committees, assembling cross-functional teams that are diverse in backgrounds and perspectives making is an easy way to make employees feel valued for their unique contributions. Don't overlook the simple solutions!
TECHNOLOGY
Take a bespoke approach. Personalization is where AI truly shines in the realm of L&D. By analyzing data on employee performance, learning styles, and preferences, AI can tailor learning content to meet the unique needs of each individual. These personalized learning paths can adapt in real time, recommending specific courses or materials based on performance and engagement levels
Leverage data analytics for insightful decisions. Making informed decisions based on actual learning outcomes and engagement metrics means that you've accurately identified trends, strengths, weaknesses, and opportunities for improvement. This insight allows for the optimization of learning programs to better align with organizational goals and learner needs.
Incorporate microlearning and mobile learning. We've been shouting it from the rooftops— short, focused learning units that are easily accessible and can be completed in a few minutes— are the untapped sweet spot. By providing learning in bite-sized pieces, you can improve engagement and facilitate continuous learning, thereby increasing accessibility and flexibility.
Need some help figuring out the best place to start with your L&D strategy overhaul? Check out some of our resources below or schedule a call for more personalized recommendations!
Free Download: "Decoding the Future: Strategies for NextGen Learning"
Webinar: Decoding the Future: Strategies for NextGen Learning
