Top Pain Points of Learning & Development Professionals
Authors: Alesia Latson & Cheryl Wiles
We recently attended ATD24, the world's largest learning and development (L&D) conference. In a survey conducted at our booth, we posed the question: “What are your top two Learning & Development challenges?” The results were definitive and eye-opening, shedding light on the complexities of learning and development in today's fast-paced business environment.
The Numbers Speak
Nearly 70% of L&D professionals identified ‘participant engagement’ as their primary challenge, with ‘lack of tangible results’ following closely at 50%. These statistics, while informative, only scratch the surface of the deeper issues at play.
Many respondents emphasized the interconnected nature of the challenges they face, revealing a domino effect of issues that plague L&D initiatives.
Time: The Silent Productivity Killer
One of the most significant barriers to engagement is the time-consuming nature of many training sessions. In today's high-pressure work environments, employees often find themselves overwhelmed by their daily responsibilities. Lengthy training sessions, especially those conducted online, become breeding grounds for distraction and multitasking, as participants struggle to balance their workload with learning objectives.
The Perils of One-Size-Fits-All Training
Another critical factor in the engagement equation is the lack of customization in training materials. When content isn't tailored to individual roles and responsibilities, it quickly loses relevance in the eyes of participants. This not only leads to disengagement but also fosters resentment among employees who feel their unique challenges and contributions are being overlooked.
The Ripple Effect
The relationship between these factors underscores a crucial point: understanding the root causes of disengagement is paramount to solving the broader challenges in L&D. While there may be other contributors, such as uninteresting content or information overload, the key lies in digging deeper than surface-level engagement ratings.
From Disengagement to Disappointment
The consequences of poor engagement are far-reaching. When participants fail to connect with the training material, they inevitably fail to benefit from it. This lack of individual growth translates directly to a lack of organizational benefit, resulting in the absence of tangible results – the second most cited challenge in our survey.
Our Approach to L&D Engagement
The good news is that we found a way to drive high L&D engagement that leads to measurable and transformational results.
How have we done it? Through a unique and impactful approach: Deliberate Practice.
Anders Ericsson, a renowned psychologist, is widely credited with coining the term "deliberate practice." His extensive research demonstrated that purposeful and systematic practice, rather than innate talent, is the key to achieving high levels of expertise in various fields.
Ericsson highlighted the importance of focused practice, feedback, and continuous improvement in pursuing excellence.
At LeadvantEDGE, we leverage Deliberate Practice in all our development programs.
Our proprietary approach to Deliberate Practice can significantly enhance the return on investment (ROI) for training dollars by ensuring learners develop the necessary skills efficiently and effectively.
FAST: Deliberate Practice helps employees reach higher competency levels quickly by focusing on targeted skill improvements and providing immediate feedback.
EFFECTIVE: This leads to increased productivity, better performance, and reduced training time, maximizing the impact of training investments and contributing to the organization's overall success.
STICKY: We can validate a lasting impact, something that every organization seeks from learning and development programs.
"So impressed by the level of engagement from my fellow participants. My coach was fantastic in guiding, making us comfortable, and keeping the energy high during the session." LeadvantEDGE Learning Program Participant
7 Tips to Improve L&D Engagement
Here are our team’s seven ways to enhance engagement, grounded in our Deliberate Practice methodology.
1. Set Clear, Specific Goals - Align training objectives with individual and organizational goals.
2. Microlearning: Break down information into manageable chunks and measurable components to make it easier for learners to review and practice regularly.
3. Use Multimedia: Incorporate videos, animations, and infographics to make the content more dynamic and visually appealing. Use live demos to provide hands-on experience and practical understanding.
4. Create a Comfortable Learning Environment: Foster a supportive and inclusive atmosphere where participants feel comfortable and safe sharing their thoughts and asking questions.
5. Provide Real-World Applications: Use case studies and real-world scenarios to illustrate how the training content applies in practical situations. Incorporate role-playing exercises to simulate real-life challenges and develop problem-solving skills.
6. Provide Immediate, Actionable Feedback: Offer real-time feedback during training sessions. Encourage peer feedback in group settings.
7. Focus on High-Quality Repetition: Design exercises that target specific skills. Use spaced repetition to reinforce learning.
Summary
Our booth survey at ATD24 revealed what we’re constantly hearing from clients. L&D pros are not satisfied with their ability to measure the impact of their current training programs, largely due to lack of participant engagement.
There can be a variety of factors contributing to this challenge, but the good news is there are solutions, including the framework and list of tips we shared in this article.
In our opinion, Deliberate Practice is a highly effective training method that is both engaging and memorable, resulting in what every organization who invests in employee training and development is seeking -- lasting impact.
It combines customized single-skill focus, real-time feedback, repetition and duration to maximize both engagement and retention. As a training method, it ticks all of the boxes to achieve results.
Get In Touch
For more information and to better understand how we incorporate Deliberate Practice to produce tangible results for your L&D programs, contact us here.