Here are the results of responses from the survey about current and 2019 L&D priorities. The cells where the most responses were received are shaded so that you can see (and compare) the pattern of responses across the two main questions.
Current priorities
| NONE of the time |
SOME of the time |
A LOT of the time |
ALL the time |
Priority level |
|
| Designing & delivering classroom training | 26% | 49% | 22% | 3% | 2 |
| Creating online courses and resources | 12% | 48% | 35% | 4% | 1 |
| Running live virtual training sessions | 42% | 45% | 12% | 1% | 8 |
| Curating content and web opportunities | 26% | 44% | 25% | 5% | 3 |
| Helping managers grow and develop their own people | 32% | 40% | 24% | 4% | 4 |
| Supporting knowledge sharing in teams and groups | 35% | 38% | 24% | 3% | 5 |
| Helping individuals learn from their daily work | 38% | 35% | 24% | 3% | 7 |
| Helping individuals become independent continuous learners | 35% | 41% | 20% | 4% | 6 |
These results show that traditional training and content development is still largely the main priority focus of L&D activities. But what about in 2019?
2019 priorities
| NONE of the time |
SOME of the time |
A LOT of the time |
ALL the time |
Priority level |
|
| Designing & delivering classroom training | 29% | 62% | 8% | 1% | 8 |
| Creating online courses and resources | 14% | 48% | 30% | 8% | 6 |
| Running webinars and online training sessions | 17% | 60% | 20% | 3% | 7 |
| Curating content and web opportunities | 8% | 37% | 47% | 8% | 5 |
| Helping managers grow and develop their own people | 6% | 18% | 50% | 26% | 4 |
| Supporting knowledge sharing in teams and groups | 4% | 13% | 58% | 25% | 2 |
| Helping individuals learn from their daily work | 4% | 14% | 54% | 28% | 3 |
| Helping individuals become independent continuous learners | 1% | 12% | 53% | 34% | 1 |
What these results show is that L&D respondents would like, in 2019 to spend
- LESS time on designing and delivering classroom training AND creating content and online courses
- a little MORE time on running live virtual training AND curating content and web opportunities
- much MORE time on helping managers develop their teams AND helping individuals learn from daily work ND share their knowledge experience
- with the MOST significant increase in time being spent at helping individuals becoming independent continuous learners – which becomes the No 1 priority for 2019
There is therefore a clear recognition of a need for change. Whilst carrying out some training activities is inevitable, there is now increasing interest in enabling and supporting learning in many other ways across the organisation. But what does this actually mean in practice? Find out on the next page.
⇒ A Framework for Modern Workplace Learning
Last updated: February 2, 2019 at 8:56 am