In 2020, there will be much to learn. Transformation, new managerial roles, Agile-organizations: in the modern very complex and dynamic world of VUCADD * companies will have to adjust their business approach, adapt to changing conditions and actively work on innovations in order to become truly flexible. But this will require new impulses and a new approach to learning.
- Top priority: responsibility for one’s actions
By analogy with the hierarchical principles of enterprise management in the 20th century, as it previously has been identified by writing services the learning process and their essay writer, it was built “from top to bottom” – the transfer of information was carried out from teachers to students. However, in today’s business world, each individual person is expected to have a lot more responsibility: In the future, a responsible approach to training is required: employees need to know what, how, when and where they can learn most effectively. As digital technology develops, learning ceases to be related by factors such as a specific time and place. Moreover, easy access to a lot of information allows you to finally clearly see the key role of students’ internal motivation. Many people are interested in new topics, disciplines and professionals outside their own areas or want to develop innovative approaches to solving problems.
Creating a personal brand is also an important step in the development of a career for each student. People represent themselves as a personal brand in social networks such as LinkedIn. It is becoming increasingly important to know your strengths and make them apparent to others.
- “On request” and “just in time”
In the modern information society, we do this every day: we study throughout the entire working day, whenever we need it, and often get information right away, asking for the opinion of colleagues, watching video tutorials or reading online articles on the topic that we are now interested in. Social networks and collaboration tools help us find missing pieces of information and gain small portions of knowledge. Thus, a process called “instant micro-learning” occurs, that is, the acquisition of small amounts of educational content on demand. What remains important for employees is the ability to apply their newly acquired knowledge at work and demonstrate it to their employers, using skills in practice or presenting certificates of completion of short courses or online webinars. Participants today have the opportunity to learn on time on demand and in the most convenient way possible.
- Cooperation in the most positive sense
The inverted classroom concept is becoming increasingly popular: just before a seminar or training module, participants receive small pieces of knowledge. They are entered through text, audio, video files or in webinar format via digital and virtual platforms. In the module’s class, the participants mostly learn from each other: they reflect and discuss together everything they learned.
Especially peer-to-peer formats are crucial. They give many positive impulses, help maintain high motivation among students and inspire them to reflect on the content discussed. Moreover, by asking others for feedback, you will learn a lot about yourself.
- Further training and retraining
It doesn’t matter where we work: in manufacturing, in the knowledge industry or in the service sector, a changing business world requires digital and social competencies. Employers should direct their efforts to train personnel in the use of robots and innovative products, to take on new roles in the team and management, and to develop their digital and virtual communication skills. In this sense, digital literacy is not only the ability to surf the Internet and use collaboration tools, it also includes the knowledge needed to search, process, analyze, produce data and create information using digital tools. In addition, the demand for new, still unknown competencies and professions is constantly growing. The ability to handle data streams or the qualification profile of a data specialist are just two examples. Skills that employees can actually use are important; it is not a one-time, formal education. Modern formats of continuing education must meet these new requirements.
- Learning for personal growth
Empathy and ability to work in a team, intrinsic motivation, ability to overcome conflicts, sustainability: social competencies are becoming increasingly important against the background of the complex and unclearly defined tasks of the modern professional world. Learning in the future should increasingly focus on personal development. This applies to both formal (additional) education and business education. Flexible work styles and organizations that clearly see their goal and go towards it require people with an appropriate attitude, able to easily adapt to learning situations and open to new things, curious and willing to experiment, as well as experienced in managing appropriate tools and methods. It’s important to grow holistically as a person and as a professional in order to be able to effectively transform organizations.
Compared to the past, 2020 will focus more on topics related to social skills because organizations want and should strive for a higher degree of maturity, which also means that they need to develop their staff . We may use a lot of digital tools and robots, but we are still dealing with people. According to it, we should not lose sight of how we relate to each other and how we want to cooperate. Employees require not only flexible thinking, that is, the ability to think independently and in a non-standard way, but also great competence in eliminating uncertainty. They must be able to deal with contradictions. When it comes to personal development, managers are increasingly becoming important sparring partners for their employees.
- Individual support on the learning path
The times when the end of training meant the real end of the educational path have long passed. Career stories are becoming more colorful, and flatter hierarchies provide the development of so-called “spiral careers” when people take steps up and down the career ladder to continue their studies. With this approach, learning never ends and the more intense phases of learning are part of a career. In this regard, more orientation and support in the form of counseling and coaching is required. Given the wide range of offers available on the educational market today, students need much more leadership than in the past. Helping them choose the right learning content will be the core competency of educational institutions.
*volatility, uncertainty, complexity, ambiguity, dynamics, diversity.