The Time Has Come For A Mindset Shift

It is Time To Shift Our L&D Perspective

In our newest report, Current Trends in Learning and Development & Learning Experience Design, we requested L&D leaders and professionals to share their largest challenges associated to employee skills, L&D group and technique, content material creation, and the long run.

We then invited our specialists to mirror on its findings and themes and provide options to assist L&D leaders flip their challenges into alternatives.

In Part 2, A New Second for L&D, Andrei Hedstrom, SweetRush CEO, shares his tackle the report’s findings round L&D group and technique in an open letter to L&D leaders. Acknowledging this distinctive second for our trade and the alternatives that come up from it, Andrei gives his perspective on the mindset shift L&D leaders should make to bolster our place as helpful enterprise companions.

I share Andrei’s letter with the hope it’s going to encourage you to rejoice this second and what it means to you. Afterward, I invite you to mirror with me on precisely what the mindset shift means for L&D as I provide some suggestions and finest practices for making the shift.

An Open Letter To L&D Leaders

From Andrei Hedstrom, SweetRush CEO

L&D leaders and seasoned execs, congratulations: Your time has come. You’ve labored onerous for many years to raise the craft—as soon as thought-about an afterthought—and now you’re being requested to create, contribute to, information, and form enterprise technique and transformation. The pandemic could have fast-tracked this second, however make no mistake, it was coming, supported by a rising physique of proof. Specializing in our folks is the trail to remodeling enterprise and society for the higher. The case is constructing for lifting up the potential in every individual to collectively obtain larger affect and worth, a elementary shift in financial considering. (Organizations with data employees could also be forward of the curve, but it surely’s being confirmed in different forms of workplaces in research from Accenture and different consulting corporations.)

In human-centered fields like L&D, tradition transformation, and HR, that is our native mindset. Enterprise leaders are studying what we’ve recognized and practiced. For years we’ve performed this work, persisting by means of an absence of sources and adequate means to investigate and consider. As a result of we all know that if you construct up an individual, they construct up their group and the organizations to which they belong. So we’ve been taking notes and dreaming of what extra we may do when given the chance. And now we’re being known as upon to be a part of this human-centered transformation, to tell and form what a corporation can obtain by really supporting and enriching its folks.

However right here’s the factor: This work requires us to make a big mindset shift. We’ve been so good at being prepared to assist. Now, on the large tables, we have to be extra consultative and extra assertive. Now we have to generate concepts alongside the components of the group we’re used to taking orders from. 

The way in which we present up at this second issues. We’re being known as to study the talents and attitudes to serve in strategic discussions and boardrooms—and to search out methods of shifting the practices in these rooms to align with human-centered work. It’s a ravishing step ahead in our journey. We’ve moved from figuring out what good studying is and tips on how to do it, to a deeper understanding of the organizations we’ve served.

We’ve made extra knowledgeable and stronger pitches for the way we are able to handle enterprise challenges. The subsequent step is shifting our relationship with the individuals who have accountability for these challenges. It’s telling them we need to and are prepared to carry these challenges with them. To do that, you might have to be sincere about your personal studying curve, and that’s OK. Be ahead in saying what you imagine: For those who can maintain these challenges, too, you’ll be able to convey contemporary concepts and options to the desk past what they may have thought was attainable. L&D pals, seize the day. Create your human-centered follow for shaping technique and reworking organizations. Be daring. Stretch your self. Depart your mark. It issues greater than ever.

Good Issues,

Making The Mindset Shift

Let’s dig into the mindset shift Andrei talks about and what it really means for L&D.

Traditionally, L&D has been seen by most organizations as a useful resource or cost-center that’s tapped into on an as-needed foundation: The group identifies a necessity after which goes to L&D for “assist.” This cycle creates the order-taker mentality that Andrei talks about. (By the way, I additionally discuss this order-taker mindset in my articles and eBook on needs analysis. And it is because, as you’ll see in a second, these items are related.)

To interrupt this cycle and be seen as a trusted accomplice that provides worth, L&D wants to show the dialog round. To take action, Andrei suggests we turn into extra consultative and extra assertive. And I agree! Andrei additionally talks about how we present up with enterprise companions and the necessity for L&D leaders to shift the conversations and practices on the C-Suite degree to “align with human-centered work.” I agree as soon as once more!

So how do we discover this steadiness? How will we assert ourselves in a manner that resonates with the C-Suite—in a manner that speaks their language—and aligns with a human-centered strategy?

By changing into proactive as an alternative of reactive.

As an alternative of ready to be requested to assist with a selected coaching want, L&D must take cost of the dialog by displaying how we will help the group establish these wants prematurely. We have to show how we will help future-proof the office by proactively working with enterprise leadersthat’s, enterprise companions—to establish the talents and competencies our folks might want to carry the group ahead.

What’s extra, this strategic-level analysis is one thing that L&D ought to be doing in partnership with enterprise leaders frequently—each three to 5 years, or as usually as your organization’s technique is up to date. Why? As a result of when L&D is concerned in strategic conversations, we be certain that we’ll even be a part of the answer. 

We additionally have to turn into extra assertive about monitoring the outcomes of our studying options by initiating and main extra conversations about measurement, analysis, data, and analytics

How Can I Lead This Change?

There’s a notion amongst L&D leaders that these items are onerous. In actual fact, our report exhibits that wants evaluation (web page 25) and information and analytics (web page 16) are nonetheless difficult for a lot of L&D groups.

Although these abilities are crucial to protecting L&D’s seat on the desk, they’re not onerous to develop. For those who’re able to get began, I encourage you to borrow our staff’s confirmed steps for wants evaluation (pages 28–29) and information and analytics (pages 21–23).

I’ll finish this reflection with just a little pep speak—and a parting quote from our report:

By no means earlier than has studying and improvement been so central to enterprise technique. This new second can really feel revitalizing as alternatives emerge to make a big, company-wide optimistic affect. 

If there’s one factor I do know in regards to the L&D group, it’s that we share a collective drive to guide change by means of studying. Displaying up as true companions who actively search challenges and advocate for learners helps us to do extra good and deepen our group’s dedication to a human-centered follow.

Keep Up To Date On Present L&D Traits

For extra insights on the mindset shifts that assist us convey worth to our companions and other people, obtain our free report, Current Trends in Learning and Development & Learning Experience Design. You’ll discover insider suggestions and truths on abilities, L&D group and technique, studying expertise design, and the way forward for L&D from studying leaders and professionals such as you—in addition to methods and options from SweetRush specialists. Begin making much more of a distinction to your learners and enterprise companions with these unique solutions to your knottiest L&D challenges.

eBook Release: SweetRush


Our job is that can assist you obtain your goals and achieve success. Have interaction us at any level, from evaluation to customized improvement (together with e-learning, cellular, gamification, and ILT) to analysis.

Our names are Fareedah and Kamilah Amoo. We are seven and five year’s old sisters and live in Ontario, Canada, with our parents and little brother, Awad. We love writing stories, painting on canva, coding, reading books, and enjoying arts and crafts. Our goal is to motivate every child worldwide to read more books.

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