Part II.

Choose 5 out of the 10 challenges for professionals like you as to

addressing the learning development vis-à-vis curriculum issues and
concerns. Present your paper presentation in the context of Observation,
Experience, and Response.

Challenges for learning Curriculum issues and concerns Observation/Experience/ Response

and development
professionals
1. Dealing with Organizations that remain Observation
change stagnant and unresponsive to
the learning needs of their Experience
Organizational change employees will not be able to
is more common than respond to the needs of their Response
 Challenges for learning Curriculum issues and concerns Observation/Experience/ Response
and development
professionals
ever. Dealing with customers.
changes due to
mergers, acquisitions,
technology, budgets,
and staffing is the top
challenge cited by
Learning and
Development (L&D)
professionals.
2. Developing Leaders Many work environments are Observation
more complex, diverse, and
Organisations find demanding. Experience
themselves trying to
keep up with the It is crucial for organizations to Response
constant and rapid develop leaders in every level— Participate in programs such as
evolvement within the from the front lines to the CEO— “Leadership Program Development (LDP)”
workplace, largely due to support its success. - is designed for leaders of managers…
to Industry 4.0 (or the managers in the middle. It is built around 6
fourth industrial factors vital to the success of managers:
revolution) – the current influence, communication, thinking and
trend of automation, acting systematically, self-awareness,
using data exchange resiliency, and learning agility.
and machine learning in
manufacturing
technologies.

3. Engaging Learners L&D professionals must Observation

communicate the value of
Learning & learning and development.
Development (L&D)
professionals must Too often, other urgent tasks or
create awareness to priorities seem to win out. It’s a
impact today’s learner challenge to get learners to
sustainably. attend, actively participate, and
follow-through.
According to the Towards Maturity report,
61% of L&D leaders lack a clear
communications policy for engaging
employee in the workplace
In today’s fast-paced L&D environments,
effectively engaging and nurturing
employees means offering them diverse
resources and content.

companies need their employees to bridge

skill gaps to solve more complex
challenges and ensure consistency

Experience
The overly full schedules of today’s
Challenges for learning Curriculum issues and concerns Observation/Experience/ Response
and development
professionals
employees leave less time for any training
at all.

Response
Positioning the L&D team’s brand
effectively is key to creating more
meaningful learning experiences for
employees

Adapt the “Love-Learn-Live” (Google’s

approach)
Love it > making people interested in the
training content
Learn it> deliverong the learning through a
specific method
Live it> making the learning a life-long
process for employees

Create a learning program or course that

genuinely addresses the real-life
challenges of employees

Create unique and relevant content by

addressing a learner’s expectations and
challenges, and choose the best medium
to achieve optimal engagement and
completion rates.

Expand your distribution channels by

using a wide range of tools — including
intranet, corporate blogs, Slack, emails,
Skype, WhatsApp groups or even face-to-
face meetings — to engage your
employees and convey your message.

Use a tracking mechanism to collect data

and measure the success of your training
programs. This enables you to
consistently improve the quality of your
learning content and create more user-
focused programs.
4. Delivering When a company is global or Observation
Consistent Training geographically dispersed, it
Challenges for learning Curriculum issues and concerns Observation/Experience/ Response
and development
professionals
increases the difficulty of Experience
providing consistent training. The
most common challenges Response
include geographic limitations,
increased costs, language
barriers, translation issues, and
virtual training needs.
5. Skills Application Observation

Discovering the Experience

“stickiness,” or
sustainability of a Response
training program is
challenging at best.
L&D professionals must
find and implement an
effective way to ensure
skills are learned and
applied in the real work
environment.
6. Conflict Observation
Management
Experience
Training learners about
handling conflict can be Response
difficult. Conflict
management is a critical
skill and can deeply
affect an organization’s
success when it is
lacking. Conflict can
increase turnover,
decrease employee
morale, and impact the
longevity and well-being
of a business.
7. Tracking and Post It is important for many L&D Observation
Assessment professionals to provide a
quantitative assessment of how Experience
training programs are impacting
their organization. It is Response
challenging to figure out which
metrics to use, how to
Challenges for learning Curriculum issues and concerns Observation/Experience/ Response
and development
professionals
incorporate them into post-
training assessments, how and
when to follow up, and how to
adjust future training based on
the results.
8. Improving Learning Observation
Effectiveness
Experience
Training learners
effectively is important. Response
There are so many
topics to cover and
many require unique
delivery methods in
order for solid skill
development to occur. It
is important to ask the
right questions and
identify the desired
outcomes when
planning each training
session.
9. Demonstrating Observation
Value to Leadership
Experience
It is the task of senior
leadership to determine Response
which activities are
worth funding. It is
paramount for L&D
professionals to
demonstrate bottom-line
value in order to get
buy-in from leaders.
Keeping corporate
training and
development as a top
priority in an
organization is
challenging.
10. Adapting Training - Traditional training methods Observation/ Experience
Millenials may not fit - quick to try new technology
- They may be technologically - value knowledge over just getting
 Challenges for learning Curriculum issues and concerns Observation/Experience/ Response
and development
professionals
The Millennial proficient degree
generation was born - they tend to lack important - the 9-5 office job doesn’t support the
between 1980 to early skills such as lives they wan to live
2000’s wherein their communication, diplomacy, - Many institutions still have outdated
age ranges from 22 to and relationship building training.
37. According to Pew - It can also be difficult to - Sometimes, the trainings they are
Reasearch Center, they provide training to multiple forced to attend are not relevant to
represent more than generations. their subject matter.
half of the workforce - They closely pay attention to video
population. It is then content in getting information
important to create Response
training that motivates Courses are available on multiple devices
and engages this so they have the ability to personalize
generation their learning experience.

Some institutions have ongoing online

training, mentoring and coaching because
training allows them to grow within the
position they already hold and keeps them
from feeling that they are wasting their
time and need to move on.