Emerging Challenges for Learning Teams Highlighted by Ben Eubanks

In a recent LinkedIn post, Ben Eubanks discusses key evolving challenges facing learning and development (L&D) teams, drawing from insights shared at an Association for Talent Development (ATD) event in Los Angeles. Eubanks, alongside colleagues Elliot Damashek and Lara Doyne from Go1, connected with numerous learning leaders and shared findings from new Go1 research. The session, as described by Eubanks, focused on three critical areas impacting how organizations approach employee learning.

Shifting Learner Expectations

A primary challenge identified by Eubanks is the changing landscape of learner expectations. He notes that employees today seek more dynamic and readily available learning opportunities. This shift necessitates a move away from static, traditional training methods towards more agile and on-demand solutions that fit into the modern workflow.

Ben Eubanks highlights this evolving demand, stating:

“Learners have new expectations for dynamic, on demand learning.”

According to Eubanks, this means L&D departments must adapt their strategies to provide learning content that is accessible when and how employees need it, rather than adhering to rigid schedules or formats.

Limitations of Traditional Tools

Further elaborating on the challenges, Eubanks points out that many of the tools historically favored for learning are no longer the preferred channels for a significant portion of the workforce. This suggests a potential disconnect between the resources available and the actual learning preferences and habits of today’s employees.

As Ben Eubanks observed:

“Traditional learning tools are not the preferred learning channel for many workers today.”

This observation implies a need for organizations to re-evaluate their current learning technology stack and explore more modern, user-friendly platforms that resonate with employees. The focus, Eubanks suggests, should be on meeting employees where they are in terms of their digital consumption habits.

The Manager’s Crucial Role in Learning Retention

The third significant challenge addressed in Eubanks’s post relates to the reinforcement and application of learned skills. He emphasizes the pivotal role that managers play in ensuring that learning translates into tangible, lasting behavioral changes within the workforce.

Ben Eubanks argues for the importance of managerial support in making learning effective:

“Managers okay a crucial role in helping to make learning sticky for the workforce.”

In Eubanks’s view, managers act as key facilitators, bridging the gap between formal learning initiatives and the day-to-day application of knowledge and skills. Their involvement is crucial for reinforcing learning, providing context, and encouraging the ongoing development of their team members. This highlights a human-centric element that technology alone cannot replace in the learning ecosystem.

The session, as summarized by Eubanks, was a success, fostering connections and sharing valuable research and perspectives on the future of corporate learning.