Every L&D professional working in a large company understands the importance of building skills in geographically dispersed teams, but in the real world, for change to occur, a requirement has to be both important and urgent.
In our latest insight paper, The Challenges of Building Skills in Geographically Dispersed Teams (and how to overcome them), created in collaboration with Towards Maturity, one of the things we asked L&D professionals to think about was the external business pressures most likely to trigger demand for global training solutions.
Based on our paper’s findings, here is our hotlist of the six critical pain points that most often cause L&D to have to think global.
1. The company you work in is about to merge or be acquired?
The challenges of managing the L&D function in a company that’s going through a merger or acquisition are well documented: what’s new is the increased probability that L&D professionals will need to face them.
Last year global M&A activity in Europe rose 55% from 2013. This year the pace is expected to accelerate.
As the economy picks up, learning leaders are becoming mindful of the global pressures that M&A activity will inevitably bring. They know that the biggest deals are likely to occur within the telecoms and communications industry and they understand that the primary motivator for these deals will be to acquire intellectual property and/or talent.
It’s no wonder then, that when our new study asked L&D professionals to consider the external business factors most likely to prompt demand for geographically dispersed training solutions, mergers and acquisitions was the first answer they gave.
2. Increased commercial pressures are stressing out the workforce
The days when L&D professionals could argue that the workforce training solutions they produce should be beyond the scrutiny of ‘bean counters’ are over. Today almost 50% of employers say they measure ROI on all their learning and development programmes.
Unprecedented commercial pressures are putting L&D under real scrutiny and as a result, L&D professionals are learning how to talk business. The most fluent of them have developed a convincing pitch: first they highlight the negative effects that increased commercial pressures have on the business (documents like the CIPD’s Building the Business Case for Managing Stress in the Workplace help them do this) then they make the business case for new training solutions designed to meet the needs of the modern, geographically dispersed workforce.
3. People in the business start complaining about “silos”
When companies develop faster than the L&D systems that underpin them a tribal mentality can set in quickly. Contributors to our study often felt that frustrations caused by a lack of coordination across teams was what ignited appeals for global training improvements. When breaking down silos was the catalyst for new training solutions, most L&D professionals participating in our study said facilitating knowledge and skills transfer across the business was their prime objective.
4. Red tape stops you taking on new talent
New figures just released by the London Chambers of Commerce tell us that over the past three months, 54% of firms have experienced difficulties when they’ve tried to recruit staff from overseas.
When growing companies start looking for talent further afield, shifting immigration policies and the differences in the employment laws and that exist in the UK versus other countries around the world, can be the touchpaper that ignites fresh demand for geographically dispersed L&D systems.
For the L&D professionals contributing to our new study, it’s the promise that new, cross-border friendly L&D systems will allow slicker skills transfer across the global operation that holds appeal.
5. Diverse education systems make finding the skills you need harder
The Economist Intelligence Unit lists understanding the subtleties of workers’ qualifications as one the major challenges facing companies as they grow internationally for L&D professionals.
With home-grown talent in key skills such as science and engineering in short supply in the UK, being able to leverage the diversity of a global workforce should represent an opportunity to balance the mix of skills available across the organisation. But the world’s education systems are not standardised, and frustrations arise when L&D professionals struggle to assess the international talent they have.
6. Your IT systems are about to be upgraded
Complaints about inadequate legacy IT systems are not new. Whether it be due to the M&A activities mentioned previously, non-standard platforms within specific teams (e.g. a design team that prefers working on Macs when everyone else is using PCs), or the fact that certain territories lag behind in terms of internet connectivity and infrastructure, the lack of standardisation of IT is a major bugbear.
80% of L&D professionals say that IT will play a major role in the support systems they roll out internationally, so when the company-wide IT upgrade gets approval, greenlighting new L&D support systems is often the long awaited next natural step.
The pain points that force L&D to ‘think global’ is just one topic covered in this valuable new report, which also contains new, specially commissioned research from benchmarking practice Towards Maturity on best practice in this area. Available now, the insight paper has been created especially for L&D professionals who want to nail the challenges of building skills in geographically dispersed teams.
This important new research:
- Highlights pain points and critical areas of demand
- Gives a five-step game plan
- Details six best practice strategies in action