New Delhi: In today’s fast-paced world marked by rapid digital transformation and a variety of platforms available to access information, professionals now have a whole suite of options to customise their learning and development journeys. This is transforming how learning is viewed in organisations.
In contrast to standardised training modules, learning and development (L&D) today at organisations is about access, autonomy, and adaptability. Professionals are active participants in the trajectory of the learning process. As roles within organisations become more fluid and interdisciplinary, a key challenge lies in crafting learning experiences that move beyond a set curriculum to become flexible and deeply relevant to roles across geographies. The key objective in organisations is to drive a learning culture that hinges on a growth mindset and is deeply embedded across functions and levels.
Global Capability Centres (GCCs): Providing access to global learning
GCCs today provide a significant advantage of access to global learning opportunities through a wide variety of platforms and solutions across geographies. They provide ample opportunities to reflect on your own skills in a well-planned manner, and then use that information to identify and use learning programs that are relevant and timely. Employees are empowered to design their self-paced learning maps, using such information and choosing from a menu of options across local and global providers. Multiple training formats are available for employees to upskill and make learning an ongoing part of their career growth process.
GCCs provide the autonomy to choose from a wide range of structured learning programs, ranging from technical upskilling to business knowledge, leadership development, and soft skills, based on the employee’s aspirations and developmental needs. The beauty is in the democratisation of learning today that cuts across departments and hierarchies. For instance, programs designed to understand complex business ecosystems are made available even to employees from non-business backgrounds, such as technical or support functions, fostering holistic growth.
Boundaryless learning
Modern L&D frameworks recognise that employees learn differently and hence need the flexibility to have self-directed solutions that work for each employee. Today’s learners may engage through digital platforms, peer learning sessions, experiential projects, mentoring, and even reverse mentoring programs. The rise of self-paced learning modules, cross-functional collaboration, and opportunities for lateral movement has made learning more integrated into the daily flow of work. Today’s culture of learning also values learning from anywhere.
No matter your role or position, you may have a unique perspective or body of domain knowledge to offer or gain from another and hence it is important to remain open and receptive to the dynamic learning environment around you. The flattening of hierarchies when it comes to learning programs boosts confidence and participation across levels. It’s no longer about “teaching everyone the same thing” but rather about enabling everyone to learn what they truly need.
Towards a future rooted in continuous learning
As organisations seek to differentiate themselves, a key factor will be how they enable a culture of democratised, continuous, and self-paced learning that also feeds an innovative mindset. The most successful L&D strategies will be those that evolve beyond content dissemination and focus instead on real capability development. This will be essential to building the organisation of the future, where the workforce is not only enabled but also equipped with the skills they will need to stay ahead of trends and adapt to a dynamic world of change.
(The views in the article above are solely of the writer Amit Jha, Head – Talent Development, Fidelity Investments India and have been exclusively curated for APAC Media publication only)
