Michelangelo is quoted as having said, “The sculpture is already complete within the marble block, before I start my work. It is already there, I just have to chisel away the superfluous material.” That is exactly the way I felt writing this report. The survey data, LinkedIn Learning insights, and customer stories all felt like they were speaking to me, sharing truths that I now have the honor to share with you to help elevate the #AlwaysBeLearning mindset in your organization and around the world.
According to the World Economic Forum report published in October of last year, the rapid acceleration of automation and economic uncertainty caused by the pandemic will shift the division of labor between humans and machines, causing 85 million jobs to be displaced and 97 million new ones to be created by 2025. It’s a truth that signals an enormous opportunity for us in the learning and development (L&D) and HR disciplines.
We now have the opportunity to create a true culture of continuous learning to build a more equitable workplace, and innovate in ways we can hardly imagine — all in service of creating economic opportunity for every member of the global workforce, our vision at LinkedIn.
It all starts with skills. We need to help our teams build the skills that will inspire learners, managers, and executives to co-create a culture of learning that rewards what employees already know and the pace at which learn new, high-demand skills.
About This Report
This is the fifth year of the Workplace Learning Report. We have seen learning move from a relatively new discipline within HR to taking center stage and becoming a must-have strategic role that will help shape the new world of work. To that point, two-thirds (66%) of L&D pros globally now agree that they are focused on rebuilding and reshaping their organizations this year. And, we’ve seen a big surge in learner engagement on LinkedIn Learning. From 2019 to 2020, the number of enterprise learners more than doubled, and the amount of learning has also increase by 58% more hours per learner.
That doesn’t feel like a step change — it’s a monumental leap. Leena Nair, the CHRO of Unilever, said it best at our virtual summit in October: “This is the time to ask those big questions and create change — and to disrupt and pioneer and take risks; you need to have that confidence. You need to have that swagger that says, ‘I know my function and I can make that difference.’ That is why my biggest advice is: lead! Don’t wait for someone else to tell you to lead. Lead! Lead proactively! Grab the spotlight! If not now, then when? If not us, then who? This is our time. Let’s make a big impact.”