While I certainly do not have a crystal ball, we can all agree that change is on the horizon. For instance, many experts agree that there will not be as much of an emphasis on “programs”; instead “experiences” will be designed for employees. It also will be important to help employees learn how to learn, so preparing them to take responsibility for their own development will be necessary. In addition, trainers need to be experts in the essentials that cognitive science has uncovered, such as chunking, spacing, testing, and other techniques that ensure learners learn quickly and retain information longer.
Clearly, your success in the future will depend on how well you adapt to the situation and your learners’ needs. During my session at ATD’s 2017 Core 4 Conference,we will discuss what you really need to know now to master your training role. We will explore what skills and knowledge will best serve you today and prepare you for your next role in the profession.
In the meantime, these questions provide potential challenges for your personal growth and development:
- What is your dream for the future of your organization? For your department? For you?
- What current approaches does your organization use that are the most effective for developing employees?
- What do you think your department should do more of to develop employees?
- What do you think your department should do less of to develop employees?
- How does the concept of a culture of learning fit with the rest of the discussion in this chapter?
- What new skills are the people working in your learning function building in preparation for the future?
- Can you see why the term employee could soon be obsolete?