Think of something beautiful
Lean Marketing Approach
What if your Learning and Development department was run like a service for the benefit of both employees and organizations. L&D must focus on business value from start to finish.
- 75% of managers are dissatisfied with their company’s L&D;
- 70% of employees report that they don’t have mastery of the skills needed to do their jobs;
- Only 12% of employees apply new skills learned in L&D programs to their jobs;
- Only 25% believe that training measurably improved performance.
Every marketing department showing this performance would be done with.
How can we apply Lean Marketing to L&D?
Modern Learning and Development
Modern L&D is not static. It evolves and finds new ways to equip individuals, teams and the organization as they adjust and adapt to new working models and environments.
Modern L&D is strategic. It is explicitly designed to meet organizational needs.
Modern L&D means right learning solutions at the right time for the right people.
- Only 12% of learners say they apply the skills from the training they receive to their job;
- Companies with fewer than 100 employees gave only 12 minutes of training every six months. Organizations with 100–500 employees provided just 6 minutes!
- Every third employee says that uninspiring content is a barrier to their learning;
- Only 25% of employees believe that training measurably improved performance.
Obviously something is wrong with the current approach.
Modern L&D needs to learn from the best: game designers, streamers, content creators, and cinematography to make its content relevant, entertaining and applicable.
Kindfulness and Wellbeing
You’ve heard about mindfulness, but what is kindfulness? It’s a quality of relating to the world with joy, compassion, empathy, kindness and happiness.
In the past decade mindfulness, as seen by most employers, became a tool to increase productivity and prevent burnout. These are not the true goals of meditation practices, they are just beneficial side-effects.
The true goal of introducing mindfulness and meditation at work is increased self-awarness, and personal and team transformation.
- In organizations where employees do not view leadership as committed to their well-being, only 17% would recommend the company as a good place to work;
- 92% of employees feel empathy remains undervalued. Moreover, while 92% of CEOs feel their organization is empathetic, only 50% of their employees say their CEO is empathetic;
- 61% of employees are burned out on the job;
- Only 40% of employees whose stress interferes with work have talked to their employer about it, fearing being labeled “weak” or “lazy”;
- 40% of people say that they feel isolated at work.
Organizations need to humanize workspaces and prioritize emotional and physical wellbeing of their people.
It doesn’t mean one or two meditation workshops per month or a covered gym pass (though there is nothing wrong with this). Rather, it’s creating an integrated open supportive environment for everyone build on trust, strong relationships, and our common humanity.