The Better Work Project: The Future of Corporate Training

15 January

How has the pandemic turned the corporate training industry on its head? And how can learning and development better support learners and employees in a post-pandemic world? In this podcast, we are joined by Amy DuVernet, Director of Training Manager Development at Training Industry to discuss the future of training.



  • Many organisations have had to make a rapid shift to moving their in-person trainings to remote or virtual instructor led trainings. This will be a much bigger modality use within training.
  • In 2018 Training Industry looked at learner preferences for different kinds of training modalities. Over half of learners expressed a preference for classroom-based training. With experience and exposure, preferences change and new research suggests that preferences are shifting.
  • The disruption from COVID has just further advanced a lot of change that we were already seeing.
  • The world economic forum has said that more than half of employees will require reskilling or upskilling in the next three years.
  • The shift to online learning has resulted in an increased use in technology. This has been a steep learning curve for many as learners get exposed to these formats.
  • In 2020 there was demand for content related to new ways of working, leadership, communication and operating in a remote work environment. In addition, one of the key themes has been a focus on employee wellbeing.
  • Research from IBM suggests that executives consider behavioural skills to be the most important skills for workplaces today.
  • The learner experience is becoming increasingly important. We are seeing new learning platforms that replicate consumer content platforms like Netflix.
  • There has been a trend to understand learning and development's role in change. Due to COVID, there was change all around and training professionals had to adapt and think about how to equip learners and employees to interact in a VUCA environment.
  • Agile ways of working have entered into the training realm in terms of how L&D can prepare learners and employees to adjust and adapt when these kinds of major shifts occur.
  • The higher the uncertainty, ambiguity, and complexity and volatility, the less likely they will be simple and predictable answers. We need a greater toolkit to deal with the rate of change.
  • After the pandemic, the percentage of L&D professionals who felt confident that they could execute their plan was relatively low. About two-thirds felt like they either didn't have a good plan or they weren't confident they could execute their plan. That’s highlighted the need for more agile ways of approaching learning and development so that L&D can pivot as these kinds of things come up.
  • Business agility is the next step to making sure organisations are appropriately change ready.
  • In 2018, Training Industry did some research looking at the difference between men and women's experiences in leadership development. The results show that coaching was a great equalizer.
  • There has been a trend towards multi-modal learning for years now. 90% of training is using at least two or more modalities and Training Industries research shows that training is far more effective when you use multiple modalities.
  • Training professionals have risen to the challenge of helping learners weather the storm. 


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