What to Read: L&D’s Playbook for the Digital Age
Corporate learning is undergoing a massive overhaul as digital and other technologies disrupt more traditional ways of learning. This issue of “What to Read” highlights the book L&D’s Playbook for the Digital Age by Brandon Carson.
“Arguably the most critical aspect of learning governance, however, is to identify gaps that often cause business functions to create their own training outside of the L&D function. Closing those gaps, where applicable, will result in less redundancy and drive more cost efficiency.”
“There are currently five large disruptors occurring simultaneously: the digital transformation, the 2020 pandemic, a new financial recession, the largest social justice movement since the 1960s, and climate change. These events accelerated what we refer to as the “future of work” and laid it on the our doorsteps now, today. All companies are navigating these disruptors, and they’re affecting how talent is attracted, acquired, retained and developed.”
From L&D’s Playbook for the Digital Age
Summary
In L&D’s Playbook for the Digital Age, Brandon Carson makes the case that it’s time to rethink corporate learning and its role in enabling the workforce, and creating a new process for developing skills and capabilities. Carson argues that L&D is one of the most critical business functions and must be appropriately funded and resourced to realize the performance gains that are crucial to the business. Corporate learning needs a way to navigate the transformation the digital age is demanding. For L&D, Carson’s playbook process can help build alignment across the team and with stakeholders by being flexible as business needs change.
Our Key Takeaways from L&D’s Playbook for the Digital Age
Our three key takeaways from this book are:
1. Reimagine L&D as a Strategic Business Partner: L&D must evolve from a support function to a strategic partner integral to business success. This involved aligning L&D initiatives with organizational goals, using data-driven insights to inform decisions, and fostering a culture of continuous learning.
2. Embrace Technological Advancements in Learning: L&D should leverage emerging technologies such as AI, cloud computing and data analytics. These tools can enable personalized learning, efficient content delivery, and real-time performance tracking.
3. Prioritize Human-Centric Learning Experiences: Even with technological advances, it is still important to maintain a human-centered approach in learning design. This includes fostering emotional intelligence, collaboration, and leadership skills. We do this by balancing technological tools with a focus on human development.
By adopting these strategies, L&D leaders can effectively navigate the challenges of the digital age, ensuring that their organizations remain agile, innovative and people-focused.
