Home Education Reloading Thinking: Preparing for the New Year of Learning

Reloading Thinking: Preparing for the New Year of Learning

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The future of the training industry is an ecosystem

Editor’s Note: As we completed a challenging and unique year and entered a new one, the Training Industry editorial board asked training leaders to write their reflections on 2020 and projections for 2021. This is a series of “What has changed and what has not?” : Summing up the results of 2020 and planning for 2021, ”is the result. Also, don’t miss our infographics, “5 tips on how to turn the riots of 2020 in the direction of 2021: understanding from learning leaders”, who shares thoughts from the series.

It would be safe to say that this year was one of the records. The COVID-19 pandemic has caused widespread levels of stress, anxiety and burnout in our personal and professional lives that now exist within the four walls of our home.

Between the requirements for remote work and virtual home learning, 29% of full-time employees felt burned out at work “very often” or “always” during the COVID pandemic, compared to only 18% before the pandemic. according to a Gallup poll in October 2020. And with 42% of the US workforce As of June 2020, working from home is a high risk of burnout – especially for training and development (L&D) professionals, whose work has quickly moved into cyberspace and is in greater demand than ever before.

According to LinkedIn’s 2020 Workplace Learning Report, 57% of training and development professionals expect their companies to spend more on online learning. However, they have a less optimistic view of L&D than in previous years, according to a 2020 survey by the Director-General for Training on the State of the Industry. Thus, even as the demand for L&D work grows, many professionals feel uninspired and more pessimistic about the future of the industry.

The beginning of the year traditionally means a time of reflection and replenishment, even in more ordinary circumstances. As you prepare for the new year of study, be sure to reflect on your career and relationship with L&D. What about learning ignites your fire? What drew you to the industry initially? What makes you do a better job every day?

Below is a collection of year-end reflections from other L&D professionals to help you start thinking. Read their understanding to reset, regroup and refocus their thinking on 2021.

Remember what drives you

“I have two favorite parts of program design,” says Robin Pearl, MSIDT, writer and designer of educational institutions. “The first happens during the initial brainstorming – when anything is possible and we just get better and more original ideas. Another thing happens during a pilot view – in person or online – and we see people discovering, working with their peers and learning firsthand. I am pleased to see that the participants are fully engaged, talking to each other, using the knowledge, resources and activities we have offered to find answers. ”

“The best part is performance and follow-up evaluation,” says Rebecca Chang of RKC Consultants. “It’s that the results of all the hard work come to life. As we work so hard to understand the requirements, plan, write, edit, test, meet crazy deadlines, review and revisit, I look forward to the fact that I and the facilitators breathe life into the words and ideas we have created. ” .

“My favorite part is studying the material on my own. I need to understand how something works before I can explain it to anyone else, says Catherine Godlewski of Write Mind, so I’ve learned a lot over the years, from healthcare to the automotive industry. sales skills … even jewelry! ”

Keep in mind the main goals

“I hope,” Chang says, “that people leave the program with the opportunity to recognize the situation, stop and think. I want them to remember the tools they learned to make the intentional decision to do something other than what they did before … Training, coaching and leadership are about guiding people to be better versions of themselves and to this growth was self-sustaining. ”

“My main goal when designing a curriculum is to understand who I am no I’m going to cover, ”says David Zoki of 1215 Training and Development. “It’s easy to say that‘ a ’or‘ b ’is a priority for learning and it’s even easier to add the rest of the alphabet as you go through the developmental stages. I want to make sure that the most important things are given the time they deserve. “

Godlewski says: “When developing a curriculum, my goal is to logically guide the student through the content so that everything makes sense. I always want someone to have that “light bulb moment” when it all comes together, which can only happen if you prepare the stage properly. “

Discover your passion

“Why am I interested in learning and development?” Pearl asks. “I think it’s creativity – when we start, it’s a blank page. The possibilities are endless. Then we need to figure out how to do what we want, within the four walls of the budget we work with. Which, again, has to do with creativity. ”

“I believe that my goal in life is to change the situation,” said Marcia Otto, Apex’s director of training. “Life has given me this means of learning / learning / performing to influence. I often say that there is science and art to make a great educational design; and the “artistic” side of me feels so happy that I can paint a lot of canvases. Learning and development will never get bored, because every masterpiece – program – is different. I am focused on showing the best of what I am working on. ”

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