Learning and development (L&D) teams juggle multiple objectives as they seek to find a balance between organizational goals and learners’ needs. Yet a successful L&D team can enable both an organization’s goals and employee development. Thus, supporting L&D teams can ultimately streamline goals.

“Hey, Google, who played Batman first?”

Notice how much of the recent advice for keeping your training program stable during and after COVID is focused on maintaining the status quo? These goals aim to ensure continuity, or support remote work, or continue upskilling.

Wouldn’t it be nice to keep growing without the exhaustion? Without the cold calling, without the endless demos, without the hustle. You can.

The professional learning and training space is going through a massive transformation. Most organizations spend more than $350 billion globally on training, but 70% of employees report they do not have the mastery of skills needed to do their jobs and only 12% of employees actually apply those new skills on the job. Today’s modern learner is demanding a fully digital, robust, and engaging learning experience to support their lifelong learning journey.

Before COVID-19, only 8% of the workforce worked remotely. A new Gallup found that 56% of U.S. workers were "always" or "sometimes" working remotely in January 2021. It looks like remote work (or at least having the option to work remotely) will no longer be a "trend" but an expectation once the pandemic has passed.