In today’s rapidly changing world, where the business landscape constantly evolves, learning has become an important component of success and a key factor in survival. In this article, I combine insights from three expert sources to explore the latest learning trends and illustrate how Growe implements them.

Focus on HR Team Development

Before delving into the trends, I want to highlight our focus on HR team training. People play a pivotal role in our dynamic business, and the HR team, in turn, is at the forefront of all changes and transformations. Therefore, we invest in the HR team’s and its leaders’ strategic development. Through the HR team, we transform the company, educate, and inspire.

We began with initial training for the HR team and middle management to expand the scope of knowledge coverage, systematize it, and introduce a single semantic network.

What Key areas do we cover?

1. New Leadership Models and Soft Skills Development

According to the Harvard Business Review, modern leaders must be flexible and able to adapt their management style to the situation. This requires the development of “soft skills” such as:

• Emotional intelligence: Understanding oneself and others, empathy, compassion.
• Communication: Clear and concise expression of thoughts, active listening.
• Creativity: Generating new ideas, thinking outside the box.
• Critical thinking: Analyzing information and making informed decisions.
• Flexibility: Adapting to change, willingness to take risks.

Growe’s Approach:

• Development Programs: All leadership programs implement emotional intelligence training, effective communication training, and creative thinking workshops.
• Mentorship: Experienced HRBPs and leaders share knowledge and experience with newcomers.
• Practice: Encouragement of decision-making, risk-taking, and experimenting.

2. AI as a Tool for Development and Career Advancement

According to Microsoft and LinkedIn’s Work Trend Index 2024, AI is becoming a key factor in career advancement:

• 66% of managers will not hire someone without AI skills.
• 71% would employ a less experienced person with AI skills than a more experienced person without them.
• 77% of managers are willing to give more responsibility to early-career talent if it’s a human + AI combination.

Growe’s Approach:

• AI Training: Courses on AI fundamentals and AI tools in HR practices, training the entire company.
• AI Implementation: Using AI solutions to automate routine tasks, analyze data, and recruit and develop talent. This includes bots, AI in Confluence, and experiments with AI-powered processes.

3. Transformation of Management Teams: New Expectations

McKinsey identifies five key shifts in expectations for leaders:

• From profit to impact: Leaders should think about societal impact and responsibility.
• Expectations to wholeness: Leaders should to move beyond their identity as professionals and show up as humans
• From competition to co-creation: Leaders should collaborate with partners and competitors to create new markets and products.
• From command to collaboration: Leaders need to delegate authority and support teams.
• From control to evolution: Leaders have to create a culture of learning and innovation.

Growe’s Approach:

Leadership Development Programs: Training in leadership skills, ethics, and responsibility. Growe offers three training tracks:

• Let’s Grow Essential: For aspiring leaders.
• Let’s Grow Advanced: For middle management.
• Let’s Grow Strategic: For C-level management.

Each program is designed to develop modern skills, provide practical case studies, and share experiences to broaden horizons.

Teamwork: Encouraging collaboration and mutual support within teams, allowing for mistakes and experiments.

Culture of Innovation: Creating an environment welcoming new ideas and experiments.

Feedback: Providing regular and constructive feedback to leaders. 1–2–1, feedback sessions after each training session.

Personal Development: We encourage self-development and self-awareness and foster a culture of transparency. Our leaders openly share their thoughts and personal decision-making rules, sometimes even individual decisions.

Conclusion

Learning and development are ongoing processes that should be a priority for any company striving for success. Implementing and adapting the latest learning trends to business needs is key to creating agile, adaptable, high-performing teams.

Growe is an example of a company that actively uses new learning methods to develop its experts. As a result, we can:

• Enhance the skills and expertise of our people.
• Develop the soft skills necessary for successful leadership.
• Implement AI technologies in HR practices and other business processes.
• Transform management teams to meet new challenges.
• Create a culture of innovation and continuous development.