Learning & Organisation Development at Accord Healthcare

Simon Hopper

Emerging Developments in Learning & Organisation

Development The level and pace of technological change, as well as the accessibility and relevance to an organisation, are emerging trends that pose a challenge in meeting the diverse needs of employees across languages, roles, demographics, and expectations.

The biggest challenge and opportunity is integrating learning and development into the day-to-day flow of work. The commercial and people landscapes are more fluid and prone to disruption than ever before. Businesses face critical challenges in retaining talent and reducing the time it takes for employees to become competent in their roles.

It is essential to consider how we can repurpose an individual’s skill sets to continue to add further and new value while also keeping them engaged with their work as technology changes how we work. It is not the responsibility of a specialised team alone, but it should be part of every level of the organisation.

Experiences from one project That You Were Recently Involved In

Our company has transformed its approach to leadership by implementing a development program that focuses on coaching as the foundation of great leadership. This approach recognises that employees want to be heard, engaged, and have an opportunity to voice opinions. The program includes practical experiential learning and modules with targeted content to provide clear models that can be implemented. Peer learning and follow-up sessions have been critical, leading to a cultural shift where employees feel valued by their managers.

Exploring and allowing employees to reach their own conclusions, change behaviour and ways of working and acknowledging impacts they have through clear constructive coaching and feedback is far more sustainable and transformative for the employee, leader, team and overall organisation.

Challenges in Your Business That Current Services cannot Solve

We face two major challenges when it comes to employee learning and development; time and accessibility. People are often stretched to sit through face to face or virtual training sessions. Every employee should have equal access to training and personal development, regardless of their role or career aspirations.

They should also have the opportunity to implement what they have learned. While blended learning is not a new concept, it is becoming increasingly important as people’s expectations and work environments change.

We need to have a clear understanding of the outcomes we want to achieve and be flexible in our approach. This means tailoring our learning programs to meet the needs of different functions and teams. The benefit of this approach is that it leads to greater engagement and participation in learning activities, resulting in better outcomes for employees and the organisation.

Suggestions for Professionals in Your Position within Other Organisations

My best practice advice is to truly partner with your business leaders by listening to them first, then questioning and listening again.

Deliver on your promises to deepen that relationship and trust. There may be a perceived lack of understanding of the real pressures teams and functions face when striving to deliver people improvement programs. Part of your role is to acknowledge and be flexible around these pressures to minimise barriers to implementation.

"We need to have a clear understanding of the outcomes we want to achieve and be flexible in our approach"

For L&D professionals, I would recommend gaining project management / agile / scrum qualifications and experience, operational excellence methodologies, to overlay and strengthen any formal L&D qualifications and work as a true consultant to the business.

Interesting Technology Trend within Learning and Organisation Development

L&D teams should devote time to researching and becoming familiar with changes across the digital landscape, particularly those that will lead to fundamental shifts in how we work and engage our workforce over the next decade and beyond.

Any technology must demonstrate clear benefits to L&D in three areas: relevance, accessibility, and user experience. By utilising these three benefit indicators, it is easier to assess the most appropriate technology and when to deploy it.

Currently, AI is where most interest is positioned. There will be incredible gains to be made using Generative AI to develop learning packages that can enhance an individual’s experience. Immersive AR/VR technology can further break down barriers in locations and languages and enable employees to feel part of a wider connected organisation.