Adaptability in L&D: Breaking free from the Rut
This blog is part two of a three-part series based on a talk titled "Unleash the Power of L&D: Align, Adapt & AI Your Way to Success," delivered at the NZ HR Leadership Summit in November 2024. The session explored three strategies to unlock the potential of Learning and Development (L&D): Alignment, Adaptability, and AI. Each post in this series dives deeper into one of these strategies, offering practical insights to elevate your L&D initiatives.
It’s all too easy for organisations—and even L&D teams—to fall into predictable patterns, repeating what has always been done without considering whether those approaches still serve the needs of the business and its learners.
I’ve seen this firsthand. A company might automatically print out stacks of documents as “training materials” or assume the Learning team needs to produce courses for every situation. These methods might have worked in the past, but as workplace dynamics change, so must the way we design and deliver learning.
Why Adaptability Matters
Being adaptable isn’t about throwing out the old and rushing to adopt every new trend. It’s about having the mindset to evaluate what’s working, what isn’t, and how you can evolve to better meet the needs of the business and its people. In my experience, adaptability means two things:
Recognising when to let go of outdated practices.
For example, is that 100-slide PowerPoint really the most effective way to teach?
Exploring creative solutions.
This might involve using a mix of tools or layering learning experiences to give employees multiple entry points to the same content.
Breaking Out of the Rut
To break free from entrenched habits, it’s important to challenge assumptions. Here are a few examples of assumptions I’ve seen hold teams back:
Assuming that subject-matter experts are the best people to deliver training.
Believing that user guides are sufficient for training employees on new software.
Thinking that every training challenge requires an eLearning module.
In reality, there are countless ways to design learning experiences, many of which are more engaging and effective than these traditional methods.
Exploring Diverse Learning Options
One of the best ways to embrace adaptability is by experimenting with new formats and approaches. Here are a few examples of learning interventions that I’ve seen make a real impact:
Team talking points to guide group discussions.
Wall posters that reinforce key messages.
Wallet cards with quick references for on-the-job support.
Mini-games to engage employees in practising skills.
Short videos for quick bursts of learning.
Guided coaching conversations to provide personal feedback and support.
Each of these methods works well in specific contexts, and the key is to choose the one(s) that best suit the audience and learning objectives.
Layering Learning
Adaptability also means recognising that one-size-fits-all doesn’t work anymore. Layering learning experiences—offering multiple ways to access and apply the same information—can create more inclusive and effective programmes.I think of these layers as “doorways” into learning:
Some employees might prefer a short, self-paced video.
Others might learn best through a live, facilitated discussion.
A small group might benefit from hands-on activities or coaching conversations.
The goal isn’t to overwhelm learners with too many options but to provide the right choices that fit their needs.
Building a Culture of Adaptability
Fostering adaptability isn’t just about what we create as L&D professionals; it’s about how we approach our roles. Here are a few ways to build adaptability into your L&D practice:
Stay curious. Regularly seek out new tools, technologies, and methods to expand your skillset.
Collaborate. Work with teams across the organisation to gain fresh perspectives and insights.
Be open to feedback. Encourage learners and stakeholders to share their thoughts on what’s working and what isn’t—and use that feedback to refine your programmes.
Experiment. Test new approaches on a small scale before rolling them out more widely.
At the end of this series, there will be a downloadable resource with a variety of creative learning interventions to inspire your work. The document categorises these into three approaches:
Learning in addition to work:
Traditional methods like workshops or eLearning modules.
Learning in the flow of work:
Integrating learning into daily tasks with microlearning or performance support tools (or ‘job aids’).
Learning from work:
Encouraging reflection and knowledge-sharing through retrospectives or peer coaching.
