‘Discontinuous change’ refers to a substantial alteration or disturbance in an industry or market that fundamentally alters how an organization conducts its operations. In the Learning and development (L&D) industry, such change can occur through technological advancements, changes in workforce demographics, or shifts in the economic and political environment. These changes can significantly impact the industry, necessitating that L&D professionals modify their approaches and strategies to cater to the evolving requirements of learners and organizations.
In this podcast episode, Karessa Torgerson, Vice President of Learning & Development at Infrastructure and Energy Alternatives, Inc. (IEA), talks with Nolan Hout, Senior Vice President at Infopro Learning, about discontinuous change and its implications for L&D organizations and other organizations in general. They explore ways to efficiently navigate this change and delve into topics such as the STEEP social, technological, environmental, economic, and political factors) framework, listening skills, cultivating curiosity, resilience and continuous learning culture, how social and collaborative learning can be incorporated, and more.
Listen to the podcast to learn more:
Question:
Could you provide context and information about the “discontinuous change” concept?
Question:
Can you describe the acronym STEEP and how that this is related?
Expert profile:
Karessa Torgerson
Karessa Torgerson is the Vice President of Learning & Development at Infrastructure and Energy Alternatives, Inc. (IEA). As a strategic foresight practitioner and learning and development leader, Torgerson has acquired numerous licenses and certifications in the L&D field. She graduated from Oregon State University with a bachelor’s degree and is pursuing a master’s degree in Foresight/Future Studies at the University of Houston, which is expected to be completed in 2024. Torgerson has authored two publications, “The Small Hive Beetle: A Potential Pest in Honey Bee Colonies in Oregon” and “Overwintered Honey Bee Nucleus Colonies: Big Solutions in Small Packages.”
Nolan Hout
Nolan Hout is the Senior Vice President at Infopro Learning. He has over a decade of experience in the L&D industry, helping global organizations unlock the potential of their workforce. Nolan is results-driven, investing most of his time in finding ways to identify and improve the performance of learning programs through the lens of return on investment. He is passionate about networking with people in the learning and training community. He is also an avid outdoorsman and fly fisherman, spending most of his free time on rivers across the Pacific Northwest.
An excerpt of the discussion follows:
Nolan:
Hello everyone
I’m Nolan Hout, your host, and you’re listening to the Learning and Development podcast brought to you by Infopro learning.
Our special guest for today’s episode is Karessa Torgerson, who currently serves as the Vice President of Learning and Development at Infrastructure and Energy Alternatives, Inc. (IEA)
Our focus today will be on a fascinating topic called discontinuous change. As we delve into this topic, we will explore how the world around us is constantly evolving at an unprecedented pace and what the learning and development community needs to do to keep up with the change and ensure that our workforce is equipped with the necessary skills.
As chance would have it, after recording the podcast, fresh studies have surfaced indicating that the pace of transformation is even more rapid than the statistics we discussed. By the time this podcast is uploaded, and you listen to it, more recent studies will likely reveal that the world is changing even quicker. Despite these figures fluctuating constantly, the truth remains that we exist in a world of non-linear changes, which is precisely why this podcast session is so relevant. Irrespective of when you listen to it, it addresses the principles behind the change and our reaction to it. But, without further delay, let’s begin with the podcast.
Hello Karessa. Welcome to the podcast.
Karessa:
I know, and I’m so happy to be here.
Nolan:
We have much to discuss on today’s podcast and many fascinating topics. However, our initial focus for each podcast is discovering more about you and your journey leading to your current role as the learning and development vice president.
Obtaining certain titles is quite challenging, as they are given to only some people. Many of the listeners tuning in to this podcast seek to understand their career path better, wondering how it’s shaping up and which direction they should take.
In our experience, we’ve found that the paths people take to get to their positions in the learning and development field are to where they were meandered, which takes various twists and turns. Learning more about these journeys can be truly fascinating.
Could you begin by sharing some information about your background and how you entered the field of learning and development? Additionally, could you walk us through your career path and the steps you took to reach your current position?
Karessa:
Absolutely.
I believe that “meanders” is a relevant term in this context. The present era favors those with a broad range of skills and can explore various functional domains, which may have been less feasible for previous generations. My experiences in the technology field exemplify this trend, having obtained a Microsoft Certified Systems Engineer (MCSE) credential during the .com era, granting me access to this captivating realm.
I began utilizing my technical writing abilities to develop web-based training courses in various fields such as accounting, technology, health, safety, and environment (HSE). I developed a strong interest in HSE and collaborated with professionals in this field, which was a great community. The relationships I established and benefited from in this area enabled me to advance my career significantly.
Nolan:
What prompted you to pursue a career in learning and development? Do you view it as a lifelong path? Are you naturally curious about facilitating learning? Is empowering others a personal mission of yours? Can you explain the motivations behind your choice?
Karessa:
Like many individuals in the field of learning and development, my experience also aligns with the statement above. Despite coming from a typical background without a degree, I was genuinely eager to learn, constantly pursuing various certificates and exploring new areas of knowledge. I have cultivated a diverse skill set through this continuous pursuit of education.
Could you provide context and information about the “discontinuous change” concept?
Karessa:
It would be beneficial to begin by considering gradual or incremental change, which occurs slowly over time and is more easily processed and adapted to our daily lives. We can handle these changes without experiencing excessive stress. In contrast, discontinuous change is a completely different matter. It involves unexpected and abrupt alterations that can disrupt our lives or livelihoods.
Nolan:
Why has that become such a prevalent topic today?
Karessa:
Much abrupt change is occurring, exemplified by the auto industry’s recent events. Over the past few years, the industry has faced supply chain challenges, which have had a ripple effect on not just the workers but also the consumers. Various factors have contributed to these issues, such as geopolitical tensions, labor strikes, extreme weather conditions, and the impacts of COVID-19. All these elements have combined to create a significant and unpredictable transformation in the market.
Nolan:
Your point encompasses various factors that contribute to the issue at hand. Often, we tend to hastily attribute a cause to a problem as a means of explaining it. When we examine the auto industry, for instance, we observe a shortage of chips and other goods that have compelled individuals to perceive the current situation as a unique opportunity.
If I don’t purchase toilet paper now, I may not have access to it for the remainder of my lifetime. As you previously mentioned, there are various factors at play here. I recall you mentioning a new term, which is often used to describe the current state of our world – VUCA, denoting volatility and uncertainty. Although, I am trying to remember what the CNA stands for. However, I appreciate your use of STEEP, a term that I find appealing.
Can you describe the acronym STEEP and how that this is related?
Karessa:
The STEEP framework, derived from the foresight community, encompasses social, technological, environmental, economic, and political factors and analyzes various drivers of change. Your recent observation is particularly relevant as changes often result from a combination of factors across different areas rather than a single cause within a single domain.
Nolan:
Given the concurrent changes and rapid advancements in social, technological, environmental, economic, and political domains, what is the role of L&D professionals or anyone in navigating these shifts, particularly in light of the STEEP framework?
Karessa:
As both marketplace participants and learning and development experts, we understand that if we don’t stay aware of the ongoing developments in the world, incremental changes may feel like sudden disruptions. Our responsibility is to foster the necessary skills and culture among people to respond effectively, help their companies gain a competitive edge, and advance their careers.
As professionals in learning and development, we must learn how to decipher indicators that may indicate an imminent drastic change. Furthermore, we must assist our communities and organizations develop the necessary abilities to understand these signals and respond accordingly.
Karessa and Nolan explored the complexities of effective listening and discussed strategies for improving this skill, such as practicing scanning and using an AI curation tool to focus on specific topics. They also touched on the concept of the half-life of skills and the importance of fostering a culture of resilience, curiosity, and continuous learning to address feelings of anxiety related to ambiguity within us and the organizations we support.
Other questions asked during the podcast were:
- Have you witnessed or employed any methods to motivate your team to listen and identify signals actively? What strategies do you utilize to stimulate individuals to go out and search for those signals?
- Given our understanding that change is imminent and that we acknowledge being in an era of abrupt transformations, how can we assist our employees in getting ready for it?
- When discussing culture, knowing where to begin can be difficult. Many companies may feel their culture needs improvement or is outside their influence. What suggestions do you have for those who are attempting to establish the type of culture you’ve described?
- What are some effective ways for companies to introduce and facilitate learning and exploring new employee skills? What strategies have successfully created a culture of continuous learning within organizations?
- What missteps have you taken when helping organizations navigate discontinuous change, and what strategies have you found ineffective despite initially believing they would work?
- How do you navigate the challenge of telling employees that their skills may become obsolete shortly without instilling fear or a sense of uncertainty in them?
- Do you have additional points or information to share with the listeners regarding establishing this culture or adapting to abrupt changes? Do you have some final words of wisdom that you’d like to impart?