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Welcome to issue #40!

So this week I took a trip to 2030 and I have to say the future looks damn good for L&D. Mckinsey published
a series of interviews with some pretty nice people, where they explored the future of capability building. They talked about:

Tech-enablement and personalization What leaders should do Capability building as a strategic advancement Two more interesting interviews published this week by Mckinsey: Now let's get back to 2021. Some of these topics might seem out of reach right now. But being aware of them does no harm. On the contrary. we can prepare both our mindset and our ways of working through incremental changes for what the future holds.

Stay safe and keep learning,
Lavinia

This newsletter is built with the full psychological, design, development, and brainstorming support of Nifty Learning.
L&D Jobs of the week
L&D Newsroom
If Offbeat got lost in February somewhere in your inbox, have no fear. This week I put together a list of the coolest, most interesting resources I have shared the previous month. Enjoy!
Some of the chapters that drew my attention in this new LinkedIn Report: (1) People learn better together: 30x lift in learner engagement, (2) Top 10 L&D tactics that drive engagement in hybrid workplaces, and (3) Learnings and advice from L&D pros around the world.
While I was exploring the 2021 Workplace Learning Report from LinkedIn I came across another report they build, designed to serve L&Ds. Using both theory & case studies they showcase 5 characteristics that help learning pioneers drive change. The one that got my attention? Acomplished fundraisers.
This is a nice piece of inspiration for your junior employees (and honestly, not just for them). It talks about the growth mindset and three ways you can start growing it. Also, I had no idea HBR ran a newsletter dedicated to career advice, called. Ascend. You might want to check that out too. 
First, I love how actionable this article is. It might not be meant for L&Ds per see, but if you're thinking about moving to a start-up as an HR this is priceless. Understanding org design can actually help you build trust among others. If you're a founder and working to scale your team, this will come in handy as well.
Nice resource to share with people managers describing ways to encourage self-management. (1) Build your team's confidence in decision making, (2) encourage autonomy, (3) promote fluidity in job duties - this one really caught my eye, (4) involve people in personal development plans.
Sometimes I have this feeling that everyone in the organization thinks they can do L&D. Other times I think that this perception is our doing as well. Mostly because we don't promote ourselves as people who understand the psychology behind learning and performance. This article shows some theories you might want to start exploring, putting to work and promoting in your strategy.
BerLearn is organizing yet another interesting event, bringing together two interesting women to talk about competency profiling and learner engagement. The event is happening on March 25th, online, at 18:00 CET. Be there or be square!
On March 23 Christopher Lind will be joined by the founding figures of Degreed to talking about something really interesting. So in the last couple of years, we worked tirelessly to make all kinds of content available to our colleagues. But without the right motivation, ability triggers, and infrastructure content won't do the job. 
While the external talent pool is shrinking you have to build levers that will help you recruit from within. If you haven't started doing it already, you can draw some inspiration from how Unilever does things. David Green brought Jeroen Wels to Digital HR Leaders to talk about it.
First, this article introduced me to a new term: organizational climate, which seems to be a bit more different than organizational culture and more malleable. Which is great news for us who work towards implementing new sets of behaviors. Second, they showcase four ways you can check for culture embrace, all in the form of surveys.
Uhuu! So this one is a blessing. So Buster Benson, the author of this article took it upon himself to organize cognitive biases in a more coherent way. He came up with four ways that biases help us address: too much information, not enough meaning, need to act fast, what should we remember? He also gives some tips and tricks to how you can remember all this info. 
So this article will not address adult learning, but children's education. Still, I really appreciated how thorough different research papers and experiments were examined to come to the conclusion that learning styles bring no benefit. Even cooler is another discovery he points to: People do have biases about preferred modes of thinking, even though these biases don’t help them think better.
Overheard on LinkedIn
L&D doesn’t work by simply making stuff available and ‘empowering employees to self-direct their learning’. It works by actually addressing real problems in the context in which they are experienced, when help is needed, and by tracking demonstrable improvement of skills because people can now do those tasks and roles.

davidjames
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This newsletter is created through the joint efforts of Lavinia Mehedintu and Nifty Learning. Offbeat is our way to support the L&D community around the globe. We only share resources we find insightful, and we add our interpretation of how readers could apply what they learn. Could we be wrong? Definitely. We strongly encourage you to share your feedback and thoughts at lavinia@offbeat.works.

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