ENVISIONING THE ROLE OF LEADERS IN DEVELOPING CORPORATE LEARNING IN POST PANDEMIC ERA
4. PROPOSED FRAMEWORK
The proposed framework for leaders in envisioning corporate learning is shown in the following pictures, which based on [13].
Purpose
Leaders of a learning organization have to have committed the critical role of learning and communicate that learning is vital to organizational success. To survive in the IR 4.0 will need efficiencies, better customer experiences, and new products and services. To be able to do this, learning as an organization is a must. The understanding of IR 4.0, shown by [14] that the most prominent mistakes leaders are to view AI as a plug and play technology with an immediate return, therefore, top leaders including CEO has to educate themself about the potential technology including AI, its impact on the organization now and future.
As reported by [15], the top leaders’ role is inevitably to develop their envisioning for their organization, and it is also working in dealing with IR 4.0 era after the pandemic. Thus, the CEO and top leaders will be the first key to understanding, envisioning, and communicating with all staff. Envisioning is the first step in addressing the new technology IR 4.0 & IR 5.0 challenges and pandemic to develop corporate learning. This step aims to create corporate learning to adapt its people, organization, knowledge, and technology and develop a culture to cultivate learning culture.
Develop Corporate Learning Building Blocks
Having envisioned and communicating the vision to all stakeholders and staff, leaders should articulate what and
how to build corporate learning. In this stage, there are five pillars of corporate learning [13].
People
The organization needs people who are having a growth mindset with reflective practitioners Serrat O [13].
Reflective practitioners understand their strengths and limitations and have a range of tools, methods, and approaches for knowledge management and learning, individually and in collaboration with others. Therefore, the organization has to develop personal mastery as one of the 5th disciplines of the learning organization.
Then, this personal learning needs to be transformed into team learning to develop a super team. A growth mindset and reflective condition may be achieved when people got experience psychological safety and trust. On the other hand, it may be diminished when people are exposed by unfair negative criticism and believe that they cannot rely on colleagues. Developing the safety and trust of reflective practice and positive collaboration requires careful attention to relationship building and individual and collective performance management.
Having learning and development for individuals and teams, a learning organization has to have maximum benefit by leveraging learning from others based on their day-to-day work experiences, team meetings, short- term secondments, and membership task groups. Leaders should develop leadership competencies from the top to the lowest staff. Having similar essential leadership competencies will reduce office politics and create more fair competition.
Organization
The organization needs to value organizational effectiveness and have an inspiring vision for learning and a learning strategy that will support the organization in achieving its vision. The structure must be carefully aligned with the company’s strategy to avoid silos and minimize unnecessary hierarchy levels. The organization and the values should be communicated well to facilitate lateral information transfer and knowledge transfer across formal structural boundaries.
To stimulate creativity and generate new insights and innovative practices, a learning organization takes a balanced approach to the importance of both planned and emergent learning. The current methods, such as tribe, squad, chapter, can develop a learning organization that will make silo disappear and having more collaborative learning.
Knowledge
Knowledge is always a critical asset in every learning organization because learning is a product of experience and its source. A learning organization recognizes that these two are inextricably linked and manages them accordingly.
The units of knowledge production are both the individual and the collective. The knowledge is stored in central repositories of knowledge, which is designed to deliver its products and services that can be used for all learning and to guide any decision-making.
Key (and often underutilized) sources of knowledge in organizations are the data and information that emerge from monitoring systems and the analyses, conclusions, and recommendations that arise from self- and independent evaluations, after-action review, retropacks product and services surveys, and also the voice of customers.
Knowledge transfer methodologies have been proven in human development, such as leader as a teacher, peer learning, sharing experiences & wisdom for acquisition, refinement, share, and utilization.
Technology
Technology in developing corporate learning basically can be divided into two groups;
• Technology knows how in learning & development, such as ISD (Instructional System Design), integrated L&D (Learning & Development), data people analytics, AI (Artificial Intelligence), ML (Machine Learning).
• Technology in delivering learning, such as LXP (Learning Experience Platform) and its smart content, virtual learning, augmented Learning.
Technology know-how in L&D is a knowledge and skill to develop the best effective and efficient learning for individuals, teams, and organizations inside an organization. Then, technology learning itself is to support the learning process; currently, the most popular is web-based technology; such as learning management system (LMS), learning experienced platform, video and or audio virtual class platform, e-learning platform, online platform and other application to support the learning to have a similar quality with face to face meeting.
To develop a learning platform, companies may adopt the following concept introduced by McKinsey [16]. The idea provides more mobility and multiplatform base applications, allows companies to develop new skills and behavior, and allows companies to establish social learning, real-time feedback, and sharing and networking;
theses will be supported by data analytics.
Recent research by Gartner [17] shows that the universe of skills is expanding, and the required skills are changing rapidly. AI drives this evolution of skills by replacing repetitive tasks with technology and application, which are elevated and augmented human behavior. AI is developing and being deployed at an uneven rate, leading some skills, like social-creative, digital dexterity skills, and more future-stable than others. These skills need to be cultivated across roles rather than developing static skillsets for static functions. To proactively plan for rapidly changing skills, organizations have five options for role design: focus, acquire, broaden, redeploy, and downsize.
Strategically redesigning roles based on potential AI impact will help HR leaders build their workforce for their future.
Base on the finding, Gartner [17] also recommends that companies need to map the impact of AI on critical roles by determining the importance of social-creative skills and the proportion of digital dexterity skills in each position.
This rapid evolution of skills is showed when comparing job descriptions for the same role from 2016 and 2019, where research [17] reveals that 82% of jobs had more than one-third of their required skills disappear and 22% of jobs gained at least 10% new required skills, while 73% of jobs had at least 40% of their abilities change entirely.
Leading companies increasingly adopt the Learning Experience Platform (LXP) [18] for the platform. LXP is a consumer-grade learning software designed to create more personalized learning experiences and help users discover new learning opportunities. By combining learning contents from different sources, support of Artificial Intelligence across the digital touchpoints, e.g., desktop application, mobile learning app, and others, are recommended.
As Josh Bersin concludes in his report in 2018 [18], the LXP market exists because the Learning Management System’s paradigm is out of date. People no longer search course catalogs for
“courses” anymore and will explore any topic or themes to help their work, which is called “train and learn in the flow of work” or learning in workflow.
Culture
Having all the four pillars, people, organization, knowledge, and technology, how these pillars can be operated alive with a full meaning needs learning, especially for reflective, openness, data- driven, and growth mindset.
This can be done by implementing mentoring and coaching with a leader who is open to ideas and critics.
Westerman [19] concluded that digital culture’s four fundamental values stand out: impact, speed, openness, and autonomy. Recognizing the immense scalability of digital solutions, digital leaders typically focus on creating the effect, assuming that profit will follow. At their best, these companies revolutionize how people and organizations interact, reinvent industries, and break the power of entrenched gatekeepers.
The other three values support that mission. Speed helps companies stay ahead of competitors and keep up with rapidly changing customer desires. Openness encourages employees to challenge the status quo and work with anyone who can quickly achieve their goals. Autonomy gives people the freedom to do what is right for the company and its customers without waiting for formal approval at every turn. Together, these values can foster an engaged, empowered workforce where employees feel a personal responsibility to change the company continually — and often the world.
In summary, from research papers and prominent research institutions, these are challenges of corporate learning;
Cultivating a mindset of life-long learning, Cultivating a data-driven mindset in any decision making, Encourage and motivate employees in facing work side by side with robots, AI implementation on talent management, Upskilling and reskilling its employees and Invest in R&D
How to make corporate learning
Having envisioning, developing strategy & plan, the leaders should implement the project to achieve its goal.
Learning from Cahyana [20] Executing the above framework for the best corporate learning need 4Cs, Content, Context Comprehends, Commit with the following explanation.
CONTENT: All people in all layers in the organization should understand, and some people should demonstrate competence in this learning development, including learning technology, how learning technology works, and also how to analyze the result and outcome of learning.
CONTEXT: In the implementation, all strategies should consider its environment, corporate culture, office politics in the organization, and external organization issues that have to be anticipated. If necessary, we should go back to the Content, review it, and mitigating any potential issues. If there is an employee union, understand their message, and good communication is needed.
COMPREHEND: Knowing the Content and context, leaders should understand comprehensively content and context, culture, office politics, and impact and outcome of learning, and any potential issues from the stakeholder. Understanding all these thoroughly, There should be not many surprises during development, but should be having a lot of fun and happiness.
COMMIT: with understanding content & context, and comprehensively understand, leaders should commit to the implementation. Leaders should show their intention and spirit of changes and provide rewards and punishment (or recognition). The development of corporate learning should be reported to all stakeholders to build common ownership at all levels, including shareholders. In some cases, the organization should inform customers how the organization implements a new learning strategy and ask the customer to provide feedback.
It will be a guard from disgrace.
5. CONCLUSION
After the pandemic, top leaders have to have their vision for their company and learning to survive in the new era. Learning is the way to stay and grow. Therefore, learning incorporation is also inevitably needed to survive to increase competences, capabilities and enlarge the capacity. Having implemented the above actions, it is expected to boost efficiency, customers’ experiences, and create new products and services, which will ensure the success of organizations.
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