The changing world of L & D post pandemic and the role of Mentoring
This last year our world has been turned upside down and this has had an impact on skills and learning. CIPD research (Learning and Skills at Work Survey 2021) highlights the upheaval and rapid changes in learning and raises questions for the future about how we continue to reinvent and reimagine learning and skills for ourselves and our organisations. The need for learning is greater than ever.
Many organisations have felt the need to cut back on resources for learning, placing additional pressure on learning and development (L&D) teams who are also dealing with the sudden and sweeping changes to learning delivery, stemming from the overnight shift to remote working for many and restrictions around in-person face-to-face learning.
Yet, while there have been large declines in the majority of formal and more traditional forms of learning interventions, organisations have maintained a focus on mentoring and coaching initiatives and programmes.
Post COVID-19 the survey concludes that there will be:
A growth of e-learning and digital interventions, but people will still need the opportunity to reflect on their learning and be given support and feedback as to how they are applying the learning, mentoring provides this ‘checking-in’, a sounding board and an opportunity to be held to account to transfer the learning back into the workplace.
An increased need for collaboration – The past year created a unique climate where often siloed business functions are now working together to help the organisation respond rapidly to change. This has created a significant opportunity for business leaders and learning leaders to collaborate in solving critical business challenges. Mentoring across functions creates the opportunities to collaborate and share information.
A growth in employees supporting each other to learn
‘The ability to facilitate social and collaborative learning is a central component of a modern learning strategy. While the concepts of peer learning and communities of practice are not new, they are a vital part of a continuous learning culture and require knowledge and skills that appear to be lacking across the industry.’
CIPD
Learning needs to take place in a supportive environment that allows employees to apply their learning. When employees support each other to learn, and are supported by the organisation, they take responsibility for learning and development, know how to learn from connections, are encouraged to reflect on what they have learned, that they know why they are learning, and that they know how to learn from experience.
The case for mentoring…
Post COVID -19, studies show that employees are looking for on-going support, a need to re-build confidence and self-resilience, the desire to continue to learn and develop but looking to do this on a more personal level, where they will be given the opportunity to self-reflect, receive feedback and individual support, from peers and more senior colleagues. Mentoring can provide this and meet these needs and as the CIPD survey reports, mentoring alongside coaching is an area of growth and provides the person-centred development that can be aligned to business needs both current and future.
Mentoring has shown to improve motivation and behaviours, it fits well with e-learning and ‘just-in-time’ training – development can take place as and when needed, it can be conducted remotely, provides the on-going support and responds to both the changing needs and the need to adapt as quickly as possible. It is cost-effective, utilising internal resources and keeping costs of external provision down.
How I help…
I support organisations in designing and delivering in-house mentoring programmes and train and supervise mentors. If you would like to discuss how mentoring can support your organisation in developing your people, please contact me at fiona.porter@fptrainingltd.co.uk.
