So, I will start answering this question, but it got me thinking about all these conversations. I love it. That’s why I love talking to you guys because it’s the rate of learning that always has to be equal or bigger to the rate of change. You know, it’s not me saying that many academics of learning have said this before, and when this doesn’t happen in the case of a person who gets depressed, you know? An organization too, it translates into the inability to respond. So what we need to do, and the priority for L&D has to be: to accelerate the pace, the speed, and the velocity of change by accelerating the speed, the velocity of learning. And learning has always been seeing the return of investment of the learning as something in the long term. Oh, you will train these people and in the long term. But now it’s like oh, you know bad news, now there’s no time, this needs to be done now, we have this problem now, not in six months. Everything we knew from the past is almost not applicable anymore, not valid.
So I think the priority is accelerate the speed exponentially now and for that to incorporate machine learning, virtual reality, artificial intelligence much faster. Because, I’m very sad to see how all these new technologies are not always in our agendas as professionals because it’s too disruptive to what we’ve been doing in the past. And obviously additionally to the speed and velocity with the machines coming to help us and the third point I want to make is to prioritize culture. We have to create a learning culture because we know culture eats strategy for breakfast and we know it, but we don’t do it. You know, companies still have cultures that they are not productive and they are not efficient or effective and sometimes they become a burden more than an accelerator and now it’s not time for that. So learning and development departments have to become the engine of how we shift this culture into more positive ones where people can flourish.
I think the resistance to change is a natural mechanism and my 7-year-old yesterday was saying he didn’t want to try something to eat and he was crying then at the end he tried it and then came and said, Mommy, I realized I didn’t like to get out of my comfort zone and I was like wow, I wish when I was seven, I could have learned that. And then he was eating and we were asking and I said, how is that my son, and he said, Mommy it’s lovely, and I say what did you learn? He said, that getting out this better. So, I think that the resistance to change is natural because we are afraid of what we don’t trust. But now this new reality has given the unique opportunity to really learn that it’s actually better. I mean people now and companies are finding out people don’t want to go back to the office. People are happier or some people not, but you know, we have realized that when making things different, meetings are more effective, how we are learning to communicate more straightforward. So, at the end we learn that it’s not that bad. So, I will say that in many cases, resistance to change should lower.