Organizations are struggling to find skilled workers to fill jobs. Workers are struggling to stay up to speed on the skills they need to succeed in today’s labour market. Students are graduating with skills that are already obsolete. Despite this, there is massive voluntary turnover happening across industries as employees seek jobs that offer them education and growth opportunities. Businesses and educators today need to invest in workforce learning and development in order to stay relevant and prepared for a rapidly changing economy. Employers need to work with education institutions to recruit, develop, and retain lifelong learners who have the capacity and desire to upskill and reskill over the course of their careers.
In this webinar:
Explore the skills gap facing organizations today
Analyze the role of workforce and educators in solving the skills gap
Learn how to identify lifelong learners who will be able to upskill and reskill over time
Discover strategies for effectively rewarding and encouraging lifelong learning at your organization
ADDRESSING THE SKILLS GAP BY IDENTIFYING, DEVELOPING, AND REWARDING LIFELONG LEARNERS
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Frequently Asked Questions
An Award-Winning Industry Leader
We were identified as an innovative industry leader in the
The Aragon Research Globe for Corporate Learning, 2018
“A differentiator for the company, and one being utilized by a growing number of its
customers, is its work in creative services. D2L’s in-house team can work with clients to
deliver world-class online and blended learning experiences.”
Nancy Robert, EVP,
We’ve been recognized across the industry for working with our partners to foster learning innovation
If they are going to meet people
where they are, education
solutions must embrace employers
and work-centered pathways.
Strada Education Network and Gallup (2019). Back to School? What Adults Without Degrees Say About Pursuing
Additional Education and Training. Retrieved from: https://www.stradaeducation.org/report/back-to-school/?/
partnerships provide universities
with students and businesses with
college graduates to fill vacant
Chief Learning Officer (2019). Giving employees a new lease on LIFE. Retrieved from: https://www.d2l.com/wp-content/uploads/
Industry Academic Partnership with FedEx
and University of Memphis Global
• High turnover rates among frontline employees
• Launched Learning inspired by FedEx (LiFE) program in partnership with
University of Memphis Global on the D2L Brightspace Learning platform to
improve retention through company sponsored skills development
• 3000 employees enrolled globally
• Reduced attrition for FedEx and increased career progression
• UofM global developed a new, scalable model for supporting working adult
Uruguay’s Plan Ceibal for Technology
Enabled Lifelong Learning
• Address inequity in education access across the population
• Provide access to a personal computer and internet connectivity for every student in
the country in the public education system
• By 2009, all children in primary education had access to a computer for learning
• As of 2015, the program has extended to students at the secondary level as well as low
income retirees and other groups of adult learners
• Offer access to educational platforms, distance education, and language training
• Uruguay is recognized through the program as a member of the Global Learning
Network to share pedagogical best practices
The Learning Integrated Life
A continual journey of
ongoing learning and
skills development as
the enabler of
Achieving a Learning-Integrated
Julia’s Learning Integrated Life
High School and
starts working at
an electronics retail
19yrs: Uses online
videos to learn about
21yrs: Starts driving
for a ride-sharing
company on the side
22yrs: Starts an entry-
level job on an
assembly line at an
26yrs: Receives on-
training and moves into
a higher paying role
30yrs: Inquires with HR about moving into a
leadership role but is missing 2 core skills
30yrs: Using employer funded
Training Account, enrolls in
courses online and completes
in 3 months
31yrs: Attains a
position on the
32-33yrs: Decides to
move into QA and using
PLAR, achieves skills-
aligned degree in QA
36yrs: Works as a QA
manager and is a member
of the National
Association of Quality
Assurance Managers to
maintain QA knowledge
45yrs: Laid off from QA
supervisor role after plant
abruptly closes – falls
back on blog income and
expands blog38yrs: Takes a creative
writing course and starts
an outdoors blog – it
draws enough traffic for a
small side income
45yrs: Starts a consulting partnership with an
outdoor equipment manufacturer and
establishes a QA consulting business after
taking a course on small business law
blog and consulting on the
side – takes language and
history courses for fun
How do you identify, encourage, and reward learnability
at your organization?
a. Track consumption of optional learning
b. Learning goals
c. Learning paths
d. Executive sponsorship
e. Leaderboards and awards
Poll Question #2
Cultivate a Growth Mindset
Register for the next webinar!
Finding Solutions to 4 Problems L&D Can
Solve: Engagement, Content, Compliance,
Thursday, February 13, 2020
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