Build in experience

- There are a lot of content libraries out there. In fact, you're using one right now. And whilst I really, really hope this course is helping you learn something, we also have to appreciate that upskilling doesn't happen just by consuming content. Would you want a brain surgeon who has watched hundreds of hours of how to on TikTok and read every textbook? Or would you prefer a doctor who has observed and performed surgeries in the operating theater under an expert but has never sat in a lecture hall? Now, hopefully you never need such medical treatment, but the point is practice, feedback loops, coaching, all of these are part of an effective upskilling process and therefore must be part of your strategy. However, this is easier said than done. Most companies by this point have either purchased licenses to a content library or have their own in-house produced courses for their employees to engage with. It is an excellent start and provides the foundational knowledge needed for upskilling. How do you incorporate the rest? Ensure stakeholders and leadership know that a course library is only a part of upskilling. Too often I hear L&D leaders complain that there is no time for learning. This is not an L&D problem. It is a C-suite one. The role of L&D is to make learning experiences effective and efficient. It is the responsibility of leadership to provide the time and tools to learn. No time, no learning. Secondly, speak with the people who have the skill you want to develop in your workforce. What courses did they take? And importantly, how did they gain the hands-on experience? Did they apprentice or were they mentored? How long did it take? What were the challenges? Next, map out the entire learning experience from novice to skills acquisition. I like to call this from seek to fruit. It is a holistic view of all of the learning interventions and when they impact the learner. Everything from taking a learning pathway to when coaching needs to take place, to job shadowing and hands-on practice. It is possible your company has invested in tools such as a talent marketplace or a coaching platform. A talent marketplace has many functionalities but it is also a place where individuals can find projects aligned to particular skills development. This needs to be a part of the learning experience. Likewise, if there's a coaching platform, interactions with the coach should be tailored to the particular skill in development. You may even have a capability academy to develop skills. This, too, should be part of your strategy. If your company does not have any of these types of technologies, you might have to be a little more creative. For example, you may have to manually add feedback checklists or coaching guides as learning objects in your learning management system. Or you may need to consider the social learning functionalities of your learning platform and design from there. One great option is to build a sponsorship program. This will connect individuals with dedicated sponsors who can help them navigate their upskilling, work experiences and career path. No matter your ecosystem, the most important thing is that you are deliberate about creating a wholesome learning experience beyond content consumption and tests. Think back to that brain surgeon we spoke about earlier and how they need to acquire their skills. In the Q and A section, identify one practical way to add experience into learning at your organization. Be sure to make note of what others say so we can learn together. Comment on the other ideas you find useful and consider making a connection on LinkedIn.