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Rethinking 3 Key Ideas for Greater Learning Outcomes: Content, Skills, and Perspectives To take it a step further, we see a clear delineation between company performance and how skill priorities are communicated. Companies that have better business metrics like revenue and retention are more likely to spread the responsibility of understanding changing skill demands across leadership, managers, and the workforce. But those that are low-performing place the primary responsibility on learners to navigate, understand, and prioritize the skills they should be developing. Bottom line: employers must have a strategy in place to help learners understand what skills matter for performance both now and in the future. "It's an empowering approach to learning," says Melissa King, Training Administrator, Comptroller of Maryland. "I received an email from an employee who'd enrolled in leadership courses through the catalog. She told me what a confidence booster the training had been and that she now feels that she can apply for a higher-level position in the agency." Learners that say their employer did a good job transitioning them during the pandemic were 3x more likely to be satisfied with their company's learning and training options. An example of this is DEI-related content. 84% of learning leaders say diversity-related content has risen in importance over the last year, and as that demand has risen, employers have had to prioritize related skills and content for the workforce. Many public companies have talked about inclusion and belonging from an executive level, and it's critical to ensure that flows down to individual learners as a skill development priority.

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