We don’t know why disruptive innovation occurs, so we can’t predict it. We only know it when we see it, according to Innovation Management. Artificial intelligence (AI), robotics and cognitive computing have already shifted how we work and will continue to do so. So how do we prepare for the next major disruption?
According to Deloitte, 47% of jobs today will disappear in the next 10 years because of disruption. The best way to brace your workforce for the impact of coming market shifts is to help them build greater agility into their skill set.
Employee reskilling and upskilling is pivotal to preparing your team for the future of work. Let’s look at how learning and development can help you keep pace with any industry disruption.
Understand and plan for disruptive innovation
We hear a lot about the future of work, the Fourth Industrial Revolution and disruptive innovation. But it’s difficult to fully grasp the implications of these forces that, by their nature, we can’t foresee.
What we do know is that all three deal with how technology, customer expectations and market shifts impact how, where and when we work. Think of what Amazon did to the brick-and-mortar store, or what Netflix did to Blockbuster. Each of these examples represents emerging technologies and business models that have now become more mainstream than their predecessors—hence, disruptive innovation.
When planning for the work of tomorrow, ask the following questions:
- What skills should your employees embrace to be ready for the next shift in jobs?
- How can you teach your employees to think differently, creating a human capital shake-up in your industry?
- What educational methods are needed to help employees embrace an adaptive, growth mindset as we propel forward?
Learning serves as the best antidote to disruptive change by preparing your employees for what’s to come.
Embrace new LMS trends
According to Mercer’s “Global Talent Trends 2019” report, 99% of companies surveyed stated that they’re preparing for the future of work by identifying skills gaps, developing a future-focused people strategy and adapting skills to new technology.
One way to conquer the future of work, while remaining efficient and profitable, is through learning. More than 80% of employees see it as their responsibility—not their employer’s—to engage in lifelong learning, according to Mercer.
However, employers can and should encourage learning in the workplace. For example, when an L&D team provides the right learning management system, employees can learn in the flow of work. Rather than taking time out of the day to attend a conference, in-the-flow learning fits seamlessly into your employees’ working lives through their device of choice. By meeting workers where they are, you can empower them to take charge of their own growth, potentially finding and filling skills gaps that leadership hasn’t yet identified.
Adopt learning approaches to prepare for disruption
By tailoring training to your industry, company and employees, you’re offering your employees a ticket to the future. When you integrate learning with your human resources information system, like a large university hospital did to assure certification of its entire staff, you incorporate learning into your culture, enabling you to not only reskill workers but also attract and retain talent.
If you’re implementing a new LMS strategy or want to update your current platform, learn what LMS requirements you’ll need to outpace the future of work.