Looking Ahead: L&D Trends for 2023

As we approach the end of another year, we need to start looking ahead into 2023 and what needs to be focused on. This is to ensure that we as a training and development consultancy continue to provide the best service to our clients, but also, to assist organisations with what needs to be on their agenda’s for the next 12 months.

After extensive research, and speaking to our clients, we have summarised the key learning and development needs that people will be focusing on in 2023.

1. Speed Learning - “I need the answer now.”

Nowadays, we’re used to being able to access new information in an instant, whenever and wherever we are. If we want to find out the name of an actor in a new Netflix series, we simply grab our phone and Google it. This is no different in the L&D world. People want to be able to gain new knowledge and insights on things that affect their jobs easily and quickly. This is why in 2022 we at T2 have extended our content library on the T2 Hub to include bitesize learning modules in the shape of short learning Pathways, T2 Short videos, and T2 Lunch & Learns.

2. Personalised Learning - “I need my own learner journey.”

When it comes to our own learning and development, everyone has different needs. Where one person may need help with managing different mindset types, another may need more support with their confidence levels. Whilst it’s important for organisations and teams to align on certain organisational aspects, everyone needs their own individual learning journey. We at T2 value individuality, and as such, we are in the process of expanding our T2 Hub to provide our users with an individual learning space where they can develop in a way that suits them as individuals.

3. Resources, not just courses - “Give me real time access to tools.”

The learning shouldn’t stop once we leave the classroom. People want access to learning resources whenever and wherever they are, not just when they are sent on a 1 day training course twice a year. Providing people with the resources they need to continue their development back in the workplace not only helps to embed the knowledge they gain from courses, but also allows them to learn in a comfortable environment, at their own pace. We at T2 are ahead of the curve on this one; the T2 Hub, has a vast range of learning resources such as organisational surveys, podcasts, videos, and learning playbooks which users can access in real time.

4. Mobile Learning - “Allow me to learn on the go.”

Learning shouldn’t be limited to one dedicated place. Advances in technology and the development of various apps and programmes means that we can now access learning resources on the go, via mobile phones, tablets and laptops. This means that whether we’re on a train, in an offsite meeting, or working from home, your people should have the option to learn wherever their job takes them. Mobile learning has been on the L&D radar for a few years now, but 2023 is looking like the year for huge growth in the mobile learning hemisphere.

5. Hybrid Learning - “Face-to-face, virtual, or a blend.”

Now many organisations have switched to a hybrid working model, L&D needs to follow suit. The demand for learning to switch to a hybrid model will be high in 2023, as organisations will need to align their people’s development with how they operate. If people have the choice to either work from home, or from the office, they should have the same choice when it comes to their development. This means that L&D departments and organisations need to have the technology and resources to give their learners this option.

Learning Content Trends 2023

As well as focusing on the way learners learn, it’s also important to be aware of the learning topics that need to  be at the top of most organisation’s development agenda in 2023.

1.Change Management

Since Covid, the rate of change in organisations has been extremely rapid, even now, many organisations are still feeling the after effects of the pandemic and as a result, are needing to make changes that affect a large amount of employees. As such, change management training is right at the top of the L&D trends list. Knowing how to carry out an effective change initiative is one thing, but being aware of how employees may react to change and how to manage that is a whole different kettle of fish.

2. Hybrid Working

It’s really no surprise that this has made the list. As much as a hybrid working models have been found to improve work-life balance, wellbeing, and productivity, it hasn’t been all plane sailing for organisations. Now many organisations have switched to a hybrid working model, the demand for training on how to lead in a ‘hybrid world’ has increased ten-fold. Leaders are now managing people who are based both in the office and from home meaning policies, procedures and leadership styles all need to be adapted to suit all scenarios, and as a result, organisations are requiring guidance to help their people balance this new found juggling act.

3. Resilience/Mental Health

We don’t think the request for mental health and resilience training is ever going to not be a learning trend. Mental health awareness has sky-rocketed in the past 20 years which is great, but there’s still a long way to go in terms of workplaces understanding how to support employees with mental health problems and provide them with techniques which they can use to manage their mental health in an effective way.

4. Equality, Diversity, & Inclusion (EDI)

Equality, diversity and inclusion is an ever expanding area that requires a lot of TLC. It’s important that organisations are kept up to date with the latest EDI policies on at least an annual basis, meaning that it’s likely that, like mental health, this topic is always going to be on the L&D trending list.

5. Reward & Recognition (in a recession)

No one (especially organisational leaders) needs reminding that the UK is now officially in a recession. During these difficult times, it’s more important than ever that organisations hold onto their best talent. However, with the financial situation for some being particularly tight, this can be very difficult. It’s no surprise then that reward and recognition, particularly in a recession, is at the top of many organisation’s training agendas. Knowing how to reward and recognise the efforts of employees without stretching the budget will be a focus for many in 2023.

In Summary: being aware of the learning and development trends for 2023 is key to entering the New Year on the right foot. Having an idea of the hot topics will help guide organisations with their learning and development agendas, and hopefully result in a prosperous and successful 12 months around the sun!