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At a time of significant and perhaps even unprecedented change since the EU referendum, it is more important than ever for L&D to be responsive to fast-evolving business needs, says Laura Overton.
With a raft of potential changes facing organisations as a result of the UK’s vote to leave the European Union, L&D needs to support the workforce to navigate successfully through this period of changing demands and uncertainty.
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Yet, while L&D leaders want to meet the changing needs of business as quickly as possible, the majority don’t feel they are achieving this. This is according to the most recent findings from L&D research specialists Towards Maturity.
The 2015-16 Towards Maturity Benchmark Report, which explores the factors that set apart top performing learning companies, delivers indisputable evidence to support this view. It is based on responses from 600 learning professionals.
While 94% of L&D leaders are looking to provide a faster response to changing business conditions, only 22% believe they are achieving it.
This is a major challenge for L&D leaders. For many organisations there is a gulf between what is required at a given time and what is actually being delivered, and this needs to be addressed.
For L&D functions to thrive in the current climate, they need to organise themselves to be agile and responsive.
What is holding L&D back?
L&D has more resources than ever at its disposal for managing information and supporting workforce training.
There are a multitude of platforms and tools available, from learning management systems that support multi-device learning,
Laura Overton is the founder and CEO of Towards Maturity Ã¢â‚¬â€œ a not for profit benchmark practice that provides independent research to help organisations deliver improved performance through learning innovation.