Companies frequently preach about agility to employees, to investors — to anyone who will listen. “We need to be agile!” “Agility is the new focus!” Then everyone applauds and goes back to doing whatever it is they were already doing. That’s because everyone thinks agility comes from somewhere else; some “other” part of the business will become agile and fix everything. Unfortunately, that is not how it works.

Agility must become part of the organization’s DNA. It must be in everything and everyone. The pandemic shone a harsh light on just how little agility really existed. L&D was hit especially hard, as most organizations relied heavily on traditional learning and in-person, instructor-led training. It was hard to transition quickly, especially as businesses needed to upskill and reskill the workforce immediately.

The challenge is that even if an organization has an agile workforce as its learning audience, it might not have the right technology to meet their needs. Or perhaps the business can turn on a dime but the learning strategy is not aligned and cannot adjust as quickly. Organizations must address agility in all places — people, strategies, technologies — everything.

For learning, it doesn’t mean completely abandoning ILT or eLearning courses but taking an agile approach in how we develop and deploy them. At the same time, L&D teams should explore ways to create content and programs as quickly as the needs of the business change. Adopting agile development processes such as SCRUM, SAM and others makes it easier to put learning into the flow of work and closer to the point of need. An environment based solely on ADDIE-built classes and courses will not meet these needs.

Brandon Hall Group Smartchoice Preferred Provider Inkling has always been focused on agility. Not only from a technology standpoint but from process and strategy perspectives as well. They work with companies to inject that agility into every aspect of learning so it can help an agile workforce meet ever-changing business needs. For a deeper look at building agility into strategies and systems, download the eBook here.

David Wentworth, Principal Analyst, Brandon Hall Group

 About Brandon Hall Group Inc. 

Brandon Hall Group is the only professional development company that offers data, research, insights and certification to Learning and Talent executives and organizations. The best minds in Human Capital Management (HCM) choose Brandon Hall Group to help them create future-proof employee development plans for the new era. For over 28 years, we have empowered, recognized and certified excellence in organizations around the world influencing the development of over 10,000,000 employees and executives. Our HCM Excellence Awards was the first to recognize organizations for learning and talent and is the gold standard, known as the “Academy Awards of Human Capital Management.” Our cloud-based platform delivers evidence-based insights in the areas of Learning and Development, Talent Management, Leadership Development, Diversity and Inclusion, Talent Acquisition and HR/Workforce Management for corporate organizations and HCM solution providers. To learn more, visit https://www.brandonhall.com For information on Brandon Hall Group’s research and how we can assist your organization, please visit www.brandonhall.com

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David Wentworth

David Wentworth has been a senior research analyst in the human capital field since 2005 and joined the Brandon Hall Group in 2013. He has authored reports and articles on various human capital subjects with an emphasis on workforce technology. He has contributed to several reports published by ASTD, including authoring Mobile Learning: Learning in the Palm of Your Hand, The Rise of Social Media: Enhancing Collaboration and Productivity Across Generations, and Instructional Systems Design Today and in the Future. His work has also appeared in Compensation & Benefits Review and T+D Magazine.