Leading with Learning Report: Insights and Advice on the State of L&D
June 1, 2020
Learning is defining our new world of work. It’s no longer a “nice to have.” In the face of the pandemic and a world that’s seemingly rife with challenges, it’s become a must-have tool to support employees and help organizations adapt and thrive. Given this momentum, how can learning leaders build on the championship they have from their organizations? What types of learning do employees need right now, and how can L&D deliver?
Our latest report, Leading with Learning: Insights and Advice on the State of L&D, provides the answers. We surveyed 864 L&D pros in 21 countries and over 3,100 workplace learners in 31 countries to get insight into the new state of L&D. We also talked to learning executives at Kellogg’s, Netflix, Novartis, TomTom, and Verizon, and LinkedIn, who shared best practices for how they’re supporting employees in this new environment.
Together, the timely data and real-life advice will help you navigate the new path forward.
L&D gets a seat at the table
In many areas, the pandemic has accelerated trends that were already percolating, like L&D taking on a more strategic role in the business.
When we surveyed L&D pros globally for the LinkedIn Learning 2020 Workplace Learning Report in October 2019, only a quarter reported that their executives were actively championing learning in their organizations. Today, nearly three quarters of L&D pros say that their CEOs are active learning champions, and nearly two thirds have the proverbial seat at the table.
L&D has finally earned a well-deserved seat at the table. And there’s no question that this attention from executives and functional leads will strengthen the role of L&D as we collectively move past this crisis and elevate learning into this new world of work.
L&D pivots to meet the growing appetite for learning
Looking at LinkedIn Learning data from January/February 2020 compared to March/April 2020, we saw a 130% increase in learning by enterprise learners—the largest learning spike in the history of LinkedIn Learning. That adds up to an additional 4.8 million hours learning!
It makes sense: employees were eager for resources to help them adjust to working remotely, using new collaboration tools, and managing heightened stress. And L&D pros were ready to pivot.
L&D quickly shifted programs and budgets to give employees and managers new content, such as how to stay productive at home, how to handle stress, and how to manage virtual teams. (In fact, 60% of L&D pros expect to increase their online learning budgets this year.) They increased social learning opportunities. And they went 100% virtual, delivering content in a “blended online learning” model of both virtual instructor-led training (VILT) and recorded, on-demand learning content.
It’s a new way of learning that’s likely here to stay.
In the next three months, 83% of L&D pros plan to increase VILT and 59% plan to increase online learning. Even when employees return to work, blended online learning will persist: 78% of L&D pros expect to have a lot more VILT after the pandemic, and 74% plan to have a lot more online learning.
What you need to know today
How did LinkedIn’s VP of Learning & Development convert in-person training into a virtual environment?
How did Verizon’s VP of Global Learning & Development reskill employees in response to COVID-19?
What is the one tactic Netflix’s Learning & Development Manager uses to connect teams in meaningful ways?
Our report answers these questions, and many more, to guide and inspire your own go-forward strategy. Each section includes insights from our survey data, best practices from learning leaders around the globe, and practical advice you can put to work immediately.
Download the full report to learn more.
Let’s continue the conversation
Learn from your peers and exchange ideas with L&D pros around the world in the official LinkedIn Learning L&D Connect group.