By Corporate English Solutions

03 April 2023 - 14:08

Why your organisation needs innovative learning strategies

85% of jobs on the job market in 2030 don’t exist yet. Such a radical transformation in the future job market calls for new workplace skills now. And large-scale upskilling and reskilling initiatives call for innovative learning solutions.  

Is your organisation getting ready for next gen learning? We share 4 key reasons why your organisation needs to adopt innovative learning, which you can use to make the business case for its adoption in your organisation.


Reading time: 7 minutes

85% of jobs predicted to be available in 2030 don’t exist yet.


The impact of this statistic on workplace learning is huge. New types of jobs, unsurprisingly, demand new workplace skills. Since 2015, skillsets have changed by around 25%. By 2027, this will double. Given the speed of this change, organisations need to be building skills now.

Technological intensity in every job is increasing, with 30% of jobs predicted to be lost due to AI, robotics and machine learning by mid 2030s. 

Then there’s globalisation. Greater interconnectedness and increasing competition necessitate more diverse skills to be effective in cross-cultural communication, global business practices and new work environments. 

Thirdly, continued remote and hybrid work demands new skillsets and changes in skills focus. Skills such as leadership, communication, teamwork and relationship building have become important

And it’s not only skillsets that are changing.

Our organisations’ internal and external landscapes are shifting too. 

 The workforce composition is increasingly diverse. Older workers remain longer in work, ‘baby-boomer’ generations start to retire and even come back, post-pandemic. Generation Z is starting to enter the workforce and it is predicted that Millennials will make up 75% of the global workforce by 2025. This multi-generational workforce brings benefits and also differing needs and expectations from their employer. 

Add into this diverse picture: gig workers. 

Companies often rely on freelance workers to fill short-term, part-time and temporary roles, especially in times of uncertainty and budget limitations. So widespread is the practice that Deloitte states that gig workers are expected to make up the majority of the US workforce by 2027. As gig workers often hop from one contract to the next, sometimes at the last minute at great cost to the business, it’s time to think how learning initiatives can address their development needs.   

To build skills in this environment, we urgently need to rethink workplace learning in 2023.

Enter next generation learning. 

Next generation learning is the use of innovative strategies, solutions, methods and techniques. Learning is even more personalised, interactive, and tailored to employees’ specific needs. Done right, it leads to a more effective, efficient and engaged learning experience where the learner embraces learning and is equipped with the skills of today and the future.  

Successful organisations such as IBM, Walmart, Deloitte and Accenture have used next gen learning to enhance the learning experience and increase performance. 

No doubt, you’ve already started to move away from linear, formal, in-person and online learning. You’ve probably embraced microlearning, personalisation and learning in the flow of work. 

But, as with other companies, there is probably still a long way to go. 

One recent survey found that approximately 40% of the workforce wanted more social learning and urged their companies to update learning content more frequently.

It’s time to rethink your learning solutions. It’s time to build the business case for innovative learning strategies.  

Read on to discover four reasons why your organisation needs innovation for learning in 2023.

Reason #1: Innovative learning supports just-in-time skills development

With so much change, organisations need to constantly pivot, adapt and remain competitive. Skills and knowledge fast become out of date. And we can’t always predict what skills will be in demand. That’s why it’s vital for organisations to update their skills matrices continuously and ensure employees are continuously learning. 

At the heart of next generation learning is just-in time learning. By learning just-in time, your employees will learn at the point of need, saving them from being overwhelmed with huge amounts of information, much of which may not be relevant.

Think targeted, relevant, personalised on-demand microlearning which addresses individual needs. And just-in time learning makes use of technology to curate these on-demand personalised microlearning pathways. 

The result? Employees have quick access to information and resources that serve their needs so they can solve the problem easily and just-in time.

Reason #2: Innovative learning supports rapid upskilling

Next generation learning is all about rapid upskilling, quickly acquiring new skills and knowledge among employees to meet the demands and changing needs of the organisation. To do this, modern learning needs to harness tools and technology. Digital tools, collaboration tools, data analytic tools, personalisation and accessibility all make learning fast, engaging and positively and speedily impact performance. 

And the benefits to the business are huge. Rapid upskilling ensures organisations don’t lose their competitive edge. It also allows organisations to scale without the costs and challenges of increasing headcount, enables internal mobility and improves retention and reduces hiring costs. 

With so many benefits, you’d think that organisations would be racing to embrace rapid upskilling, wouldn’t you? 

Rapid upskilling has been, well, not rapid. 

Between 2022 and 2023, organisations reported a slight increase in progress in their large-scale upskilling and reskilling initiatives through the early and mid-stages. And, worryingly, the percentage of those who entered the final stage dropped from 5% to 2% in 2023.

Those companies who are embracing rapid upskilling are doing so with significant benefits. US company Schneider Electric completely rewrote HR during the pandemic and offered training, projects and mentorships which upskilled the workforce. This new initiative generated $15 million in savings through enhanced productivity and reduced recruiting expenses.

Reason #3: Innovative learning engages and motivates diverse learners

When learning is personalised and targeted it meets the learning needs of an ever-increasing diverse workforce and motivates and engages them in learning. 

But what are the learning preferences of your multi-generational workforce?

Older employers may prefer traditional learning, interacting directly with experts and peers and learning from others. They may prefer learning that is relevant to their job so they can apply it immediately.

Some employees may be juggling family and personal responsibilities, and prefer learning in their own time, following self-paced, online materials. 

As for early and mid-career employees, they grew up from an early age with tech so may enjoy informal, social approaches, using digital tools and platforms where they can learn from, and share ideas with, peers. 

Those at the start of their career, are more visual, used to processing information quickly so may prefer videos, infographics and images. They may enjoy group projects, peer feedback and social media-based learning communities. 

And don’t forget gig workers. Flexible solutions such as online and self-paced would suit their irregular hours. Use of advanced technologies such as AI and machine learning may be useful for engagement and organisation of project work flows, for them and for the employer. Above all, ensure learning is customised to fit their style.

Reason #4: Innovative learning supports a learning culture

Next generation learning nurtures a positive mindset by promoting experimentation, risk-taking, problem-solving, learning from mistakes and perseverance. Through feedback mechanisms, learners have the opportunity to reflect, learn and act on feedback and steer their development. 

These behaviours create a culture of continuous learning, supported by technology and learning platforms using gamification, rewards, badges and leaderboards. A richly engaging and motivating learning experience, helping employees to upskill and thrive in uncertain times. 

In 2023’s challenging business landscape, one thing is clear: traditional learning models no longer meet the needs of the world of work. Embrace innovative learning to help your organisation remain competitive, keep workers skilled, engaged, motivated and enhance personal and organisational performance.

Partner with the British Council to empower your workforce with future skills to maximise opportunities, overcome challenges and support your business goals.


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