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Trends in Corporate Learning & Leadership Development 75

Consistent talent development is an integral part of business advancement, and human resources must direct considerable attention to the nourishment of new leaders and skills training in order to stay relevant in a rapidly changing business environment.

Different Thinking, New World

There are many trends in corporate learning and leadership development that have been proven to be effective in today’s modern business world, and incorporating these into your strategy can vastly improve your department’s success.

The characteristics of a stereotypical leader have changed in recent times, and business now requires innovative thinkers who can implement policies and practices that not only drive profit, but encourage engagement, skill development and maintain the right talent.

The Center for Creative Leaderships’ report on leadership development trends states that there are two types of development trends that HR must understand. While “vertical development must be earned for oneself,” the traditional concept of horizontal development can be passed on via expert training. Vertical development comes in stages, and consists of talent who have the desire to progress through the ranks, learning as they go along.

The study predicts that vertical development will become an important learning trend in the near future, as will collective leadership, due to the

“transition occurring from the old paradigm in which leadership resided in a person or role, to a new one in which leadership is a collective process that is spread throughout networks of people.

Current challenges facing HR that prevent this type of learning include lack of total employee engagement, and the existence of a workforce that does not feel valued. Your talent must have the desire to develop their skills, and employees who feel that their work is appreciated are more likely to engage with a collective training program or become vertical learners.

The Forum Corporation’s Leadership Development Trends report warns that talent shortages are becoming more of an obstacle when it comes to sourcing outside company leaders, and that this issue can be avoided by further concentrated training for current employees. The study found that 25% of global companies are “providing additional training and development to existing staff,” meaning that more companies are choosing to use their resources to nurture leadership qualities in employees, rather than seek out new leaders elsewhere.

The new world of work is made up of a variety of talent based in many different locations, meaning that the future of learning development is going to rely heavily on the existence of remote communication technology.

It is becoming more common for training to be conducted through the medium of webinars and online courses, allowing corporations to stay in-touch with their staff virtually, an inexpensive option for those who have talent dotted all over the globe!

This trend means business must adapt their training strategies, as the opportunity to develop skills at home in their own time is an appealing choice to most employees who prefer to further their knowledge at a pace they are comfortable with.

In the near future, learning development will become more important than ever for a business to operate in the new world of work.

To remain on track, all HR Experts must evaluate which areas of learning need developing the most, and formulate a cost-effective way to exploit current trends and technology to further leadership skills and business advancement.

(c) New To HR.

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Nicole Le Maire
People are important, whether you like it or not. That is where I come in, it is my work and passion to improve your business, people and... bottom-line. My job is to help you and offer people insights in a transparent and understandable way. My diverse international (35+ countries) management and HR experience spans from start-ups to established organisations advising them through their stages of creation, growth, and stabilisation. I have extensive hands-on experience leading business and HR initiatives, including instructional design (online courses), organisational development and design, policy (re-)design, compensation and benefits, performance management, recruiting, HRIS implementations, HR workflow development.