Creating a strong learning culture can help organizations adapt their workforce to the Fourth Industrial Revolution.
The Fourth Industrial Revolution is significantly changing the way we live, work and learn in today’s society. Emerging technologies like AI, robotics, and automation are putting pressure on organizations to deliver products and services in a faster, more efficient, and increasingly streamlined manner. These technologies, coupled with evolving customer needs, are making it difficult for employees to keep up with the speed of change, and that translates into a workforce that is overwhelmed and disengaged.
The World Economic Forum tells us that 65% of today’s school children will graduate into jobs that do not exist today. Furthermore, McKinsey & Company highlight that, by 2030, up to 375 million workers (14% of global workforce) will need to switch occupational categories due to shifts brought by automation. Organizations need to begin developing a resilient workforce that can endure and easily adapt to the unprecedented changes that are being presented by the Fourth Industrial Revolution.
Research shows that resilient organizations are innovating in times of adversity, investing in their client base, and investing in their leaders. Although there is a lot of literature available highlighting the impacts of mental health programs and personal coping strategies can have in supporting employees with positive reframing during times of change, the viability of training and development as an efficient means of building a resilient workforce is often overlooked; it shouldn’t be. Gallup research shows that employees who are engaged and thriving are more likely to be agile and resilient, and Deloitte Insights tells us that companies with a strong learning culture have 30-50% higher engagement rates than their peers.
Developing a strong learning culture, therefore, is an effective strategy organizations can use to support their efforts to build resilience among employees. From opportunities for employees to expand their knowledge, skills, and behaviors in their current roles, to the ability to facilitate better career building opportunities and increase social collaboration among peers, learning is an underutilized resource for supporting transformational organizational initiatives. Creating a strong learning culture can change that.
This post was originally published on LinkedIn Pulse