How can learning support business transformation?

Jul 26, 2022

Get Our Newsletter

Sign up to get the latest expert commentary, analysis, and news in learning and leadership delivered straight to your inbox.

Business transformation is in overdrive. Whether it's agile, digital, or cultural transformation, organizations are embracing new ways of working, new technologies, and a new sense of purpose.

Organizations may be tempted to focus on the technological side of these transformations. In the case of hybrid and remote work, for example, businesses can get caught up in questions about which apps they'll use to communicate, how they'll run their virtual meetings, and the ins and outs of tracking who is in the office and when. Though these factors may be important, most organizations find that with the transition to hybrid and remote work (and with any major transformation in the way their teams work together), the biggest challenge is actually the human side of this transition.

What is learning for business transformation?

Well-designed L&D can help support this central challenge of carrying out a successful business transformation. This is because when we're talking about the human challenges that come with any major business transformation, what we're really talking about is the need for mindset and behavioral shift. And learning has a unique role to play in helping this shift happen.

In their new Viewpoint, Learning for Transformation, created in association with Nomadic, Fosway Group explores why it's important for organization to begin thinking about investing in learning to help get their employees ready for the future:

The breadth and depth of change for employees, managers, and customers can be overwhelming, especially as it requires personal change and transformation to flourish. So, what should learning teams be thinking about to help overcome these challenges? How do you support personal transformation and create a culture of learning that can scale and deliver effectively for everyone?

We like the way Fosway poses this question because it links the macro changes––business-wide transformations––to the individual and personal changes that need to take place to support them.

What types of business transformations does learning need to support?

Fosway calls out digital innovation and a new focus on sustainablity as two core drivers of transformation. We have also seen that the shift to hybrid and remote work has played a huge role in spurring employees, particularly those who need to shift to managing hybrid or remote teams, to rethink their day-to-day work at a fundamental level.

In research conducted by Nomadic, we have also seen that a renewed focus on diversity, equity, and inclusion is a key transformation business are undergoing right now, in addition to rapid growth and expansion into new markets, oftentimes globally.

Here's the breakdown of key transformations, based on answers from 126 respondents:

list of business transformations

With all these major shifts comes a need for a different approach to work and a different set of skills and capabilities needed to be successful in one's role. But as Fosway points out, it's not just about skill-building. In fact, in order for learning to support these transformations, we must rethink the way we're approaching L&D, and envision this important work much more holistically.

As Fosway explains in their report, "It's all about thinking about the whole person and releasing all their potential," while also consistently tying all learning efforts back to the larger transformation, and telling the story of why this is important both for the individuals involved and the wider business.

What makes learning effective for supporting transformation?

Not all learning is effective in spurring the sort of mindset and behavioral shift that will actually support these key transformations.

Some best practices to keep in mind:

Why is L&D that supports business transformation so urgent?

Fosway calls out a few statistics that help to show why learning for transformation is so urgent now:

Meanwhile, Northwestern professer Brian Uzzi has done extensive research showing that while the era of the "star individual" has ended, possessing the skills, capabilities, and mindset that leads to great collaboration in teams is more important than ever. This is particularly important as organizations consider how to support the oft-maligned "middle manager" level, who studies have shown actually drive 22% of revenue––a greater share than any other part of the business.

For this reason, learning that can drive mindset shifts, foster collaborative and team-based skills, and helps prepare people to manage teams while navigating times of change is particularly necessary for any organization looking to transform their business to not just keep up, but ultimately excel in today's complex landscape.

*

Download your full copy of Fosway's Viewpoint, Learning for Transformation, to explore more about how L&D can help organizations rise to the challenges of the moment (and what's coming next).

Interested to discover more about how Nomadic’s cohort-based Academy can support transformation at your organization? Learn about our approach, or get in touch to request a demo.

Sign up to get the latest expert commentary, analysis, and news in learning and leadership delivered straight to your inbox.

The Learner Engagement Hub

Discover our best resources on learner engagement, exploring topics like how to drive improved learner engagement at your organization, the relationship between cohort-based learning and learner engagement, and how a consultative approach to L&D can bolster engagement.

L&D tips: how to create a learning strategy with maximum impact

Discover how L&D can support mission-critical business initiatives by designing a learning strategy that fosters collaboration and empowers learners with the skills and capabilities they need to thrive today. (Hint: the right metrics make a huge difference!)