Organisations are embracing diverse career paths to engage, motivate and retain key talent while staying agile and meeting evolving business needs. And learning and development plays a key role in shaping and supporting these journeys.
Online and virtual learning can offer valuable solutions to upskill large numbers of employees with varying skill levels and needs. However, it’s crucial to ensure that online learning experiences are not only scalable, but also connect with diverse career paths and aspirations.
We explore strategies to support you to effectively implement personalised, scalable online learning that makes a difference, whatever career path your employees take.
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Did you know that less than half of individual contributors are keen on becoming managers?
In fact, only about 38% of individual contributors are interested in moving into a people management role whether within their current or a new organisation. Many are prioritising work-life integration, looking for roles that give them a sense of purpose or allow them to continue using their specialist skills and experience.
Organisations need to embrace diverse career paths to engage, motivate and retain key talent while staying agile and meeting evolving business needs. Talent mobility strategies like specialisations, secondments, lateral moves and project-based opportunities give employees exciting ways to grow while making sure the right skills are in the right place when they’re needed most.
And learning and development plays a key role in shaping and supporting these journeys, ensuring both individuals and the organisation are prepared for success.
Online and virtual learning can offer valuable solutions to upskill large numbers of employees with varying skill levels and needs. Whether you’re designing modules in-house, customising existing content, or working with a training provider, it’s important to ensure that online learning experiences are not only scalable, but also targeted, relevant and engaging, creating a connection that speaks to each individual’s career path and professional aspirations.
Read on to discover three strategies to support you to effectively implement personalised, scalable online learning that makes a difference, whatever career path your employees take.
1. Provide relevant, structured content to develop and assess targeted skills for diverse career paths
Online learning offers a broad range of content, supporting skills development across diverse career paths.
To maximise its impact, it’s vital that online training content aligns closely with the skills needed for different career stages and types of paths. Take the example of an engineer moving into technical sales. They will need to develop new communication skills to influence and build relationships with potential customers. And to successfully communicate with multinational clients, they will need strong English skills for delivering presentations, writing clear proposals and handling negotiations professionally.
When selecting learning content, take time to ensure it covers the essential skills, tools, principles and practical applications in enough depth for each career path. Consider the training methods used - do they facilitate real-world case studies, simulations, or scenarios that align with the challenges and needs of your teams?
Structured learning paths are also important to support employees to progress from foundational to expert-level knowledge and skills, helping them navigate career journeys with confidence. A finance professional, for instance, may start their career with only basic English skills but need to advance to upper-intermediate level to apply for regional roles. As their scope expands, they must be able to communicate effectively across different markets, writing detailed reports for senior stakeholders and contributing to strategic discussions.
Finally, don’t overlook assessments. They provide vital insight into an individual’s readiness for the next step in their career and can highlight areas for further growth. Ensure that online learning includes a variety of assessment types such as tests, trainer observations and self and peer assessment to get a comprehensive picture of someone’s skills and knowledge. Consider adaptive assessments, where technology can respond to learners’ levels, adjusting the difficulty and focus of questions to provide insights into their competencies and progression. Make sure assessments are equitable and transparent, ensuring fair outcomes for all. Look out for dashboards that track learning and report progress so you can make data-driven decisions, identify skill gaps early and tailor future learning experiences to further support career mobility.
2. Use flexible learning formats to suit different mobility needs
Flexible learning formats play a crucial role in supporting different types of career mobility, giving employees access to learning that fits their needs and schedules.
Self-access content offers autonomy and convenience, allowing learners to progress at their own pace, while virtual group learning fosters collaboration and teamwork. One-to-one sessions provide personalised support, addressing specific challenges and skills needed for different career paths and roles.
Group learning can be highly effective for those identified for promotions, especially when transitioning into leadership or managerial roles. It fosters networking and collaboration, builds communication skills and encourages sharing insights and experiences with peers. To complement this, mentoring or one-to-one sessions provide tailored guidance, focusing on areas like decision-making, leadership and role-specific competencies.
For global moves, self-access content can provide the flexibility to continue learning during transitions, allowing employees to study when and where it suits them best. To develop context-specific skills, one-to-one sessions can offer personalised guidance, helping them navigate cultural differences, refine their communication and language skills and adapt effectively to the nuances of their new environment.
A mix of learning formats ensures employees develop the right skills at the right time, making career transitions smoother and more successful. It's important to remember that no single format suits everyone going through the same type of mobility. Make sure your online learning includes a range of formats, offering flexibility to personalise the learning experience.
3. Implement tailored learning experiences based on strengths, areas for improvement and career aspirations
Empowering employees to take ownership of their learning makes training more impactful and relevant to their career goals. By offering flexibility, personalised goal-setting and learning methods, organisations can create a more engaging experience that supports long-term growth and skill application.
Consider allowing flexibility in module selection so that learners can focus on areas that directly align with their career paths, making learning targeted and giving them control over their learning journey.
Check that online learning solutions encourage learners to set clear, personalised development goals based on their specific career ambitions and regularly review and adjust them throughout the course. At the end of the course, include action planning to help them apply their insights, tailoring them to their unique contexts and taking concrete steps toward achieving their career objectives.
Flipped learning is another powerful tool to foster autonomy. Learners can access content - such as tools, readings, or activities - at their own pace and time, then use synchronous sessions to apply the knowledge in interactive, immersive sessions. For example, someone preparing for a leadership role can review management and communication techniques before discussing challenges with peers or receiving feedback in group settings. This method ensures learning is tailored to their pace and makes it easier to apply new skills to their evolving career path.
Final thoughts
Creating personalised, scalable online learning for diverse career paths demands a balance of structure, flexibility and adaptability. When learning is aligned with career-relevant skills, supported by meaningful assessments and designed to offer choice and autonomy, it becomes far more effective.
How well do your online learning and assessment solutions meet the needs of diverse teams and career paths?
British Council has over 90 years’ experience of partnering with organisations and individuals in over 200 countries to upskill their workforces for success. Our four-step process supports you to implement initiatives that make a difference, whatever the career path your employees choose.
Our online courses provide a range of personalised, scalable options to grow your employees’ English communication skills, supporting mobility, career growth and organisational success.
Download our Corporate English Solutions brochure or book a free consultation to learn more.