Byte-Sized L&D

Ratan Lal, a preconstruction professional at H.J. Russell and Co., emphasizes mentorship as a crucial element in the construction industry. With a decade of experience, he mentors high school students through programs like ACE, highlighting construction's blend of tradition and innovation. Mentorship fosters creativity, leadership, and prepares future industry leaders through engaging activities.

Employers in 2025 seek a blend of technical and soft skills, with communication being the most requested among nearly 2 million job postings. Generative AI expertise, data visualization proficiency, and cloud skills are crucial. Despite the need for skill development, upskilling remains limited due to resource constraints, highlighting HR's pivotal role in managing skill gaps.

Managers often struggle with high-performing team members leaving, but Clarissa Shen, COO of Q Bio, suggests embracing this as it can benefit managers and companies long-term. Shen advocates for proactively managing and encouraging growth, even if it means employees move on. She highlights the importance of transparent career discussions and creating a culture of "giving away your people," which can enhance a company's reputation and attract talent. Shen emphasizes empathy and respect in these transitions, promoting a positive workplace culture and long-term relationships.

Between 2017 and 2022, nearly 40% of necessary skills changed, prompting companies to emphasize internal upskilling over external recruitment. Innovative approaches include data-driven learning, gamification, and cross-departmental collaboration. Firms like Deloitte and Cannabiva use immersive media and gamification to enhance skill development, while Microsoft integrates learning into workflows. Salesforce leverages AI for personalized training, and TeamUp breaks silos to boost productivity and customer satisfaction, highlighting the urgent need for adaptable learning strategies in evolving job markets.

The integration of micro-learning into traditional e-learning platforms aims to address lifelong learning needs by breaking learning into small, digestible units of content. This approach is particularly beneficial in corporate settings where time constraints hinder traditional learning methods. Micro-learning enhances engagement, retention, and flexibility, offering content that suits learner schedules and needs. By using standards like LTI and LIS, micro-learning can seamlessly integrate with existing LMS, allowing data exchange and feedback collection. This hybrid model benefits both learners and trainers, though challenges include creating effective content for complex concepts. Survey results indicate a positive reception among educators, highlighting increased student motivation and engagement.