Mastering Skill-Based Learning: Elevating L&D for the Future Workforce

10/17/24 • 24 min

The Digital Adoption Show | Upskilling the Future Digital Workforce

In this episode of The Digital Adoption Show, Navya Agarwal, Digital Adoption Consultant at Whatfix, dives deep into the concept of skill-based learning with two prominent L&D experts: Emma Adderley, Recognition and Performance Manager at Lloyds Banking Group, and Giorgia Gamba ,Global Talent and Learning Partner, Christian Aid. Together, they explore how skill-based learning can transform an organization’s learning and development strategy and discuss actionable steps for its implementation.

Key Points Discussed:

Skill-Based Learning Overview:
- Skill-based learning focuses on identifying, nurturing, and developing key skills in employees to align with organizational goals.
- It is gaining traction as a core element for staying competitive in fast-evolving industries.
Organizational Readiness:
- Emma emphasized assessing whether a business values continuous learning, the maturity of leadership, and whether they have a clear understanding of current and future skills gaps.
- Giorgia stressed the importance of starting with the "why" and ensuring clarity and alignment within the organization on what skills are critical to success.
Practical Steps for Transition:
- Educating stakeholders about the long-term benefits of skill-based learning.
- Starting small with pilot programs to test concepts and prove effectiveness before scaling.
- Leveraging technology to assess skills gaps and offer continuous learning opportunities.
Effective Strategies for Implementation:
- Giorgia highlighted the importance of starting with small trials or pilots to gather feedback and refine processes.
- Emma shared an example from her experience, discussing how Lloyds Banking Group used data to identify gaps and used innovative methods like community learning to upskill employees.
Challenges in Scaling:
- Both experts emphasized the need to adjust approaches based on subcultures within large organizations.
- Overcoming technology barriers by ensuring different tools are connected and provide a unified source of truth about employee skills.
Measuring Success:
- Use behavior-based metrics and feedback to measure progress.
- Create a supportive work environment that encourages the application of skills learned.
- Use pulse surveys, performance data, and 360-degree feedback to evaluate long-term impact.

Conclusion:

Skill-based learning is a powerful tool for aligning workforce capabilities with business goals. Emma Adderley and Giorgia Gamba stress that success requires leadership buy-in, careful planning, and a focus on measurable outcomes. By starting with small, data-driven initiatives and gradually scaling, organizations can foster a culture of continuous learning and growth.

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Key Points Discussed:

Skill-Based Learning Overview:
- Skill-based learning focuses on identifying, nurturing, and developing key skills in employees to align with organizational goals.
- It is gaining traction as a core element for staying competitive in fast-evolving industries.
Organizational Readiness:
- Emma emphasized assessing whether a business values continuous learning, the maturity of leadership, and whether they have a clear understanding of current and future skills gaps.
- Giorgia stressed the importance of starting with the "why" and ensuring clarity and alignment within the organization on what skills are critical to success.
Practical Steps for Transition:
- Educating stakeholders about the long-term benefits of skill-based learning.
- Starting small with pilot programs to test concepts and prove effectiveness before scaling.
- Leveraging technology to assess skills gaps and offer continuous learning opportunities.
Effective Strategies for Implementation:
- Giorgia highlighted the importance of starting with small trials or pilots to gather feedback and refine processes.
- Emma shared an example from her experience, discussing how Lloyds Banking Group used data to identify gaps and used innovative methods like community learning to upskill employees.
Challenges in Scaling:
- Both experts emphasized the need to adjust approaches based on subcultures within large organizations.
- Overcoming technology barriers by ensuring different tools are connected and provide a unified source of truth about employee skills.
Measuring Success:
- Use behavior-based metrics and feedback to measure progress.
- Create a supportive work environment that encourages the application of skills learned.
- Use pulse surveys, performance data, and 360-degree feedback to evaluate long-term impact.

Conclusion:

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Previous Episode

Global Learning Strategies: Balancing Consistency, Personalization, and ROI in L&D

In this engaging episode of The Digital Adoption Show, host Rachita Mehrishi, Product Marketing Manager at Whatfix, speaks with Andrew James Viglione, Director of Global Commercial Learning and Development at Gilead Sciences. Andrew, with over 13 years of experience across MedTech, pharmaceuticals, and sales, shares his insights on designing global learning strategies, managing regional customization, and using data to drive ROI in learning programs.

Key Discussion Points:

Global Learning Strategies: Andrew emphasizes the importance of balancing global consistency with regional flexibility in learning strategies. He shares how Gilead Sciences approaches global learning by focusing on core competencies that can be standardized globally, while allowing regional affiliates to tailor content based on local market needs.
Competence, Confidence, and Competitiveness Framework: A core takeaway from Andrew’s approach is how Gilead uses the three pillars—competence, confidence, and competitiveness—to shape its global learning programs. By operationalizing competence at the global level and giving regional teams ownership of confidence and competitiveness, Gilead ensures that learning initiatives meet both global and local objectives.
Challenges in L&D for Global Teams: Andrew discusses the challenges of managing learning across different regions, particularly in highly regulated industries like pharma and MedTech. He highlights the complexities of copy approval processes, regulatory requirements, and how L&D teams must navigate these while ensuring that learning materials are timely and relevant for local markets.
Data-Driven Learning Outcomes: Andrew outlines how data plays a crucial role in improving learning effectiveness and demonstrating ROI. Using the Kirkpatrick model, Gilead tracks various metrics, from completion rates to correlations between learning engagement and business outcomes. Andrew stresses the importance of not only collecting data but also using it to tell compelling stories to senior leadership about the impact of learning programs.
Regional Customization in Learning: One of the biggest challenges Andrew touches on is ensuring that learning content is relevant and adaptable for different regions while maintaining global consistency. He explains how Gilead navigates this by creating modular content that can be easily customized by regional affiliates without duplicating efforts, thus speeding up deployment and maintaining quality.
Importance of L&D in Business Strategy: Andrew underscores how integral learning and development is to broader business goals. He shares how Gilead’s L&D strategies directly contribute to enhancing employees’ capabilities and, ultimately, the company’s competitiveness in the marketplace. He emphasizes that L&D teams should focus on outcomes that align with business priorities and help demonstrate the value of training to organizational leadership.

Conclusion:
Andrew wraps up the discussion by advising L&D professionals to focus on what they can control and empower regional teams to drive local learning needs. He highlights the importance of creating a sustainable, data-driven L&D strategy that supports global business objectives while allowing for regional flexibility. By leveraging competence at the global level and letting regional teams drive confidence and competitiveness, organizations can deliver impactful learning experiences that benefit both the learners and the business.

Tune in to hear more insights from Andrew on navigating the complexities of global L&D in a dynamic industry, only on The Digital Adoption Show.

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Next Episode

The Death of Traditional L&D: What 2025 Holds for Learning and Development

In this episode of The Digital Adoption Show, Sanskriti Bhatla, Digital Adoption Strategist at Whatfix, explores the topic "The Death of Traditional L&D: What 2025 Holds for Learning and Development" with guest Rita Sookrit, a seasoned L&D leader with two decades of global experience. Together, they discuss the transformation of learning and development practices and the role of emerging technologies in shaping the future of L&D.
Key Points Discussed:

The Death of Traditional L&D:
Rita emphasizes the decline of one-size-fits-all training programs and fully in-person classroom sessions. She highlights the need for flexible, personalized learning experiences that meet individual needs and align with business goals.
AI and Learning Experience Transformation:
The role of AI in revolutionizing L&D was a key focus. Rita discusses how AI-driven learning, virtual reality, and mobile learning are replacing outdated methods, offering learners more relevant and customized experiences. However, she stresses that AI should be used as a tool in conjunction with human expertise, not as a replacement.
Impact of Emerging Technologies:
Rita shares insights into digital adoption platforms (DAPs) and simulation software, highlighting their ability to bridge skill gaps and provide hands-on training in real-time. These tools align training with business objectives and offer unbiased data for decision-making.
Unified Learning Platforms:
The episode explores the push for unified learning platforms that integrate learning performance, monitoring, and consulting. Rita explains that while these platforms offer efficiencies, they must be used to drive performance and business impact rather than just for tracking basic metrics.
Critical Skills for L&D Professionals in 2025:
Rita categorizes future L&D skills into three buckets: digital and technical skills, human (power) skills, and skills like curiosity, growth mindset, and generational awareness. She emphasizes the importance of data literacy and leadership to position L&D as a strategic function.
Measuring ROI in L&D:
Rita discusses the challenge of measuring ROI in L&D, but with advancements in tools like DAPs, it’s becoming more achievable. She offers practical tips for calculating ROI using models like Jack Phillips’ ROI Methodology and stresses the importance of aligning training with organizational goals.

Conclusion:
To remain relevant, L&D teams must embrace new technologies, cultivate a growth mindset, and develop a disruptive approach to learning. As AI and digital platforms reshape the future of work, L&D professionals must stay agile and strategic to meet evolving business needs.

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