In a recent podcast, ETU CEO Phill Miller and former GP Strategies CEO Adam Stedham discussed the dynamic evolution of learning and development (L&D) over the past two decades. Adam, with 25+ years in the space, highlighted how L&D has moved beyond basic skills-based training and compliance to focus on developing comprehensive competencies and nurturing well-rounded employees capable of navigating constant change.
A significant shift has been the need for contextualization in a globalized world. As companies expanded internationally, the challenge emerged to balance corporate training governance with local relevance. This "tug of war" between centralized control and localized needs became a defining characteristic of L&D, particularly concerning soft skills.
While hard skills like equipment repair remain consistent globally, soft skills – such as effective leadership or client interaction – require nuanced adaptation to diverse cultural norms and geographies for true success. Companies excelling in this area have a clear understanding of the behaviors that drive success in their industry and can effectively contextualize them.
Looking ahead, Artificial Intelligence is poised to reshape L&D. Adam identified three key aspects:
For smaller to mid-sized businesses, their agility offers an advantage. They can more easily identify and focus L&D efforts on differentiating competencies that drive high performance. A critical mistake organizations often make, according to Stedham, is over-investing in initiatives with an overestimated shelf life, leading to wasted resources and a lack of agility.
The current environment demands continuous, evolving L&D rather than large, one-time projects. The accelerating pace of change, particularly with AI, shortens the window of clarity, emphasizing the importance of uniquely human soft skills like creativity and interpersonal relationships.
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