"Technology is ever-changing at a pace that's incredibly difficult to keep up with," says Stephan. That pace of change means some skills will become obsolete. For example, typists used to be a prevalent job before computers came onto the scene. Video store clerks were a common role before Netflix. Now, the average"We want our agility and innovation in L&D to mirror the pace of creativity within our business," says Stephan.
"It's hard to distinguish yourself on compensation and traditional benefits," says Rizzo."What really creates whitespace opportunity is appealing to the talent base by saying 'You're going to have experiences here that you won't get anywhere else that will contribute to your personal development.'" Development at work is a key differentiator in recruiting talent. A vast majority of talent says L&D is a
in choosing an employer."The opportunity to personally grow becomes the distinguisher in the talent market," says Rizzo."When it comes to tech disruption, so much of what you hear in the media when it comes to the impact on jobs is negative," says Rizzo."We start with a positive view. We want people to be drawn to what we are providing because they are optimistic about the growth potential, versus 'If I don't do this, I'm going to become obsolete.
Challenging and requiring your people to learn new skills isn't a test meant to weed out low performers or those with low adaptive skills. Rather, it's an opportunity for everyone in the organization to grow.
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