Unlock the Next Wave of Productivity

The majority of the time, resources and dollars spent by internal learning functions is spent on formal learning. Yet according to a 2011 article published by the Center for Creative Leadership, at least 70 percent of learning within an organization occurs outside of formal learning activities.

That there is a disconnect between where learning investments are made and where enterprise learning occurs carries implications for organizational performance. According to PwC’s 15th annual Global CEO Survey, published in 2012, one in four CEOs said they were unable to pursue a market opportunity or have had to cancel or delay a strategic initiative because of talent challenges. And one in three are concerned that skill shortages will impact their company’s ability to innovate effectively. To attract the right talent to get things done, organizations must realign their learning resources to appeal to the needs and expectations of the future workplace.

Historically, best-in-class learning organizations have stood out from the crowd because they successfully align what is taught to the business with enterprise needs. These learning organizations have a deep understanding of content, but may not consider opportunities to capture learning within the organization as well as the venue and vehicle by which learning occurs.

Learn or Lose
For many of today’s learning organizations, how they manage and support learning is inadequate to meet the needs of tomorrow’s workforce. Business alignment always will be necessary, but alignment alone is not sufficient to meet the needs of a multi-generational workforce that demands greater control over where, when and how it learns.

For instance, according to the Bureau of Labor Statistics, by 2020, nearly half of the U.S. workforce will be composed of millennials. This generation has grown up with access to the Internet and technology, and they have different workplace expectations as a result. For millennials, the new normal is defined by rapid access to information and knowledge, learning through experience and frequent feedback.

If companies want to win the talent war and tap into the productivity of the millennial generation, they must evolve. Organizational learning functions need to expand the scope of their activities to match millennials’ needs and expectations. Firms that redefine their learning strategies to allow for rapid access to information and encourage collaboration will win the war for millennial talent. This enterprise collaboration is a core value and the key to productivity.