Top 5 Talent Development Trends

In our work, I am often asked if generational workplace issues are just something we deal with in North America or if the perspectives, insights and recommendations we provide can apply to different parts of the world, outside of a western context. The answer is that generational differences and clash points are being experienced globally. I was reminded of this when I attended the ATD (Association of Talent Development) Middle East conference in Dubai two weeks ago. Almost every speaker raised the issues of how to attract, retain, engage, manage, lead and motivate Millennials. In the Gulf region, understanding younger employees is becoming an increasingly important HR issue. In addition, other talent development trends were discussed. Here are the top 5 takeaways that I gained from attending the conference.

1. Microlearning

In the L&D space, we have been talking about microlearning for many years, it has simply been defined using different terms (JIT, Real Time etc). The ability of content creators and curators to chunk their content into short, digestible pieces that all employees (especially younger) can easily source and consume will be what makes learning successful going forward. I heard lots of different definitions of how short micro learning should be. Some people said 15 minutes and others said less than 5 minutes. The right length for your learning content will depend on three main factors – course structure, your target learners, and the learning objectives you want to achieve.

2. Connect Opposites

Dr. Fons Trampenaars was a keynote speaker. He spoke of the need for models that connect opposites. For example, combining objectivity and subjectivity. Looking for ways to integrate diverse points of views which is the cornerstone of innovation. To innovate is to combine values that are not easily joined; therefore scarce; therefore profitable. He suggests that by looking for alternatives that combine two different (and often opposite views), we can create something new and creative. For example, in L&D the challenge for large global organizations whether the learning should be globally centralized versus decentralized multinational. By combing the two perspectives, you can create a transcultural corporate approach that integrates consistent learning models with unique cultural, local nuances.

3. Learning Is About Creating Value

Another keynote speaker was Dave Ulrich from the University of Michigan. He presented thoughts on how learning is shifting and that it is not about presenting ideas, but rather it’s about creating value and the value will be defined by the receiver, not the provider of learning. The shift will be towards the value that is created (to the business, community, clients, stakeholders) from the ideas presented in the learning, not the learning event itself. The focus will be on internal and external value, which requires engaging stakeholders (investors) in all learning events. Have you ever invited investors to attend the training you deliver to employees? Or better yet, engage them to teach some content? This will be the new model for creating value through learning experiences.

4. Best Failure Award

A senior leader from GE shared their journey in creating an agile learning culture where employees are empowered to take ownership of their development. In an effort to cultivate a start up type culture, where employees are encouraged to fail fast and learn quickly they give out a “Best Failure” award each year. The cultural shift is moving employees away from a perfectionist mindset to one where they see opportunities, take risks and implement innovative ideas.

5. AI Will Support Enhanced Learning

In the future, AI will be integrated in many HR functions including L&D to enhance the learning experience and support talent development. Organizations may leverage technology to:

• Have voice activated learning (like using Siri or Alexa) to provide customized learning based on individual learning preferences
• Provide adaptive learning technology (similar to how Facebook adapts to our interests and buying habits), to provide algorithm based, personalized learning that matches the learning pace and style of individualized learning
• Assist instructional designers in creating content that simulates reality through the use of augmented and virtual reality

Giselle Kovary

As president and co-founder of n-gen People Performance Inc., Giselle is dedicated to building strategies and programs that target, motivate and engage a multigenerational workforce. She is a sought after resource to industry leaders, having worked with 18 of the top Fortune 500 companies. Over 60,000 people globally have experienced an n-gen workshop or presentation. She has devoted more than fifteen years to researching the impact that generational differences have on organizational performance. Giselle has co-authored two books: Loyalty Unplugged: How to Get, Keep & Grow All Four Generations and Upgrade Now: 9 Advanced Leadership Skills. She has a Master’s degree in communication studies from the University of Windsor.