In today’s turbulent world, companies face diverse and complex challenges when developing their people and teams. Continuous disruption, political instability and global fluctuations make growing a business difficult and unpredictable.
During times of rapid change and increasing uncertainty, highly skilled people make all the difference. As such, L&D functions play a critical role in navigating these choppy waters.
The Cegos Group recently conducted extensive interviews with over 120 clients across the globe to find out exactly which challenges companies face when developing their people.
The interviews took place across three continents: Europe, Latin America and Asia. As such, there was some variance in the specific challenges faced by organizations in different cultures.
Here are the seven most common challenges, along with advice on how to address them:
1. Leadership and Decentralization
Implementing standardized learning journeys can be difficult due to decentralized structures. Lack of leadership support can also hamper engagement, so it is important that those at the top endorse development initiatives.
Solution
Make training localized. Try to localize around 20% of learning content to address region-specific concerns and challenges. Localized programs are more likely to engage employees and succeed. Localization can be a little more challenging in culturally and linguistically diverse places like Europe, but technology is increasingly bridging the gap.
2. Budget Limitations and Lack of Structure
When times are tough, managers tend to deprioritize training, often to the determent of the company. High turnover rates, too, can impact the consistency and effectiveness of learning programs.
In Latin America especially, respondents cited significant budget constraints impacting the ability of companies to invest in comprehensive training programs.
Solution
Make training and development programs more targeted, particularly around the specific skills needed to boost performance. After all, training exists to solve problems, so aligning with the company’s immediate needs should be the focus for best results.
3. Time Constraints and Competing Priorities
The complexities of the modern workplace — busy schedules, dispersed employees and varying time zones — make it difficult to coordinate and allocate time for training.
Solution
Focus on engagement. The more relevant and dynamic the training, the more likely employees will be willing to make time to engage in it.
Consider using off-the-shelf eLearning programs that employees can dip into when convenient. This also helps with budgeting issues, as off-the-shelf content is more cost-effective, with the added advantage of having already being tested in the field.
4. The Rise of Remote and Hybrid Work Models
The key challenge here lies in providing relevant learning opportunities for globally dispersed teams while ensuring engagement.
The easy answer would be to switch to a fully remote learning model. But that is not always practical nor possible. Many people prefer to work together and interact in person, and some roles or resources require in-person sessions.
There are global variances, too. According to respondents, Europe and Asia are more focused on the blended learning approach, whereas there remains a strong preference for face-to-face for those in Latin America.
Solution
Offer blended learning experiences by breaking learning into smaller chunks, with a mix of remote and face-to-face elements. Also, consider alternatives that help learners avoid screen fatigue. For example, audio learning through podcasts has grown in popularity recently and can be highly effective.
5. Tracking and Measuring ROI
Training can be difficult to quantify, so measuring results and ROI can be tricky. Nonetheless, it is possible to put metrics in place to measure factors such as engagement and knowledge retention, particularly on digital platforms.
Solution
Define the specific problem you want to solve through training. Then, tailor the training to that particular need and consider the metrics that would show progress, such as engagement analytics or output data.
6. Market and Technological Changes
Alongside geopolitical and economic factors, the rate at which technology is changing directly affects the market. The challenge lies in the risk that training programs may become outdated before they deliver results.
Solution
Foster a growth mindset among employees, encouraging them to see change as an opportunity. Support independent learning, giving employees the resources to discover new approaches so they have agency to upskill when the need arises. Also make use of internal expertise. People often learn enthusiastically from people they know and trust.
7. Specific Needs and Content Development
Addressing industry-specific needs through development in both technical and soft skills is crucial for matching business transformation requirements.
Again, responses indicate there are regional disparities: Latin America focuses more on soft skills, Europe on technical skills, and Asia on the practical application of learning.
Solution
Align training closely with specific challenges within your industry and organization. Sometimes, it is a good idea to partner with external training agencies or consultants who can bring a fresh angle and co-create content with internal experts.
The Bottom Line
Engaging learners and securing leadership commitment to continuous learning are essential. It is also crucial to link learning initiatives to data and demonstrate their value through key performance indicators (KPIs).
To succeed, position internal learning platforms for recognition and ensure consistent access to training resources that align with business goals.
Overcoming these challenges demands strategic planning, active leadership involvement, flexible learning solutions and strong data tracking and analysis. With the right approach, you can empower your teams with the skills and confidence to navigate the uncertain road ahead.
