As stated before, an educational background might not prepare you for every aspect of your work. For instance, there are many social aspects of working with others in an office culture that aren’t covered in college.
In a very critical way, L&D can help put the technical skills that employees received from their education into the specific social context of the office. This requires a model of L&D that takes that social context into account. The learning-ecosystem model is very helpful in this regard, because it assigns great value to the social influences that employees bring to work.
Emphasizing this social element is important, according to the LinkedIn® report, because most of the surveyed organizations have been and will continue to shift resources away from instructor-led training to online learning.
This approach can also benefit many traditional L&D programs, like on-the-job training. Not everybody learns in the same way. Some employees may benefit from hands-on training with educators, while others benefit from watching a video on their own time. A learning-ecosystem model provides as many avenues as possible for employees to learn. This can give employees a sense of control and ownership over their learning.
Finally, the learning-ecosystem model can help build a healthier office culture. It provides ample opportunity for employees to speak about their life experiences, and incorporate them into their work life. Employees can feel heard and see their experiences translated into the office culture.