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2022 Donald Taylor Global Sentiment Survey Research Report

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Coaching and mentoring stays strong In last year's report we reported that Coaching/men- toring was one to watch. This year's survey supports that view. It was the only option to substantially increase its share of the vote, year-on-year among the Workplace L&D cohort (see page 11). In comparison with 2021, they voted a little more for Reskilling/up- skilling (0.3%) and Personalisation/adaptive deliv- ery (0.4%), but increased their vote for Coaching/ mentoring by a considerable 1.1%. The support for these three options in particular suggests a wish to support individuals at work in developing themselves in very targeted ways. In the past, coaching and mentoring were personal inter- ventions, not capable of being scaled. The promise of technological support for them changes all that. Whether to help match mentors and mentees, to assist with administration, or – in some cases – to provide coaching via automated services, technology makes a huge difference. The rise of Coaching/men- toring up the table over the past two years is not so much a triumph of humanity over technology, but an example of technology used in service of humanity. The survey is no roadmap When the results of the survey were first revealed on LinkedIn early in February 2022, sustained interest pushed the post to over 100,000 views in the first week. This level of interaction is unprecedented. Where did it come from? One possible answer: as we emerge from a global period of huge uncertainty, people are looking for a solid basis for their planning. A survey with a large sample size and a history of several years carries credi- bility, hence the interest. Here in the bustling GSS offices we love the attention, but need to repeat a vital truth about the survey. It is the combined views of over 3,500 people worldwide. Their opinions, and the analysis in this report, should be a useful catalyst to provoke discussion and challenge preconceived ideas. Please do not treat the survey as providing a clear map of the future. Nobody has one of those. Three predictions Nobel laureate Niels Bohr once laconically observed "Prediction is very difficult, especially if it's about the future." We agree, but are willing to risk the humiliation of error for the sake of provoking further thinking, so here are three predictions: 1) Interest in Skills-based talent management will soar over the next two years and then falter and crash. Why? Ill-equipped vendors will enter the field late, making grandiose claims about what their systems can achieve. When the reality behind the hype is revealed, the inevitable reaction will be a rejection of all vendors and the idea of skills-based talent management itself. Confidence: 95% 2) Virtual reality will rally in 2022. This might seem to be counter-intuitive. VR/AR rallied slightly this year (by 0.4% to 4.7%) but in 2019 it stood far higher at 7.3%. Surely this is an option on the way out? Not at all. On the supply side, lower production costs and less cumbersome hardware have slashed barriers to adop- tion. On the demand side is a user base increasingly familiar with using headsets. 2022 will be a golden year for VR. Confidence: 70% 3) Coaching/mentoring will continue to rally for the next year at least. Backed by technology, its time has come. Confidence: 70% Review and reflections II Donald H Taylor, Global Sentiment Survey 2022 15

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