Your new post is loading...
UPDATED 2 NOVEMBER 2014 I was recently asked to summarise my view on the evolving modern workplace learning landscape and L&D’s role in it, so here it is. Although people learn in many different ways, L&D has for a long time concentrated its attention on creating, delivering and managing courses.
Despite the fact it has moved from a classroom to an e-learning (or even blended learning) approach, it still revolves around telling people what, how and when to learn. Although there has been a lot written about the ineffectiveness of training and the unappealing nature of much e-learning, efforts have largely been around trying to improve the learning design processes, rather than considering how to support other ways of learning in the workplace that are more appropriate for the performance problem and for the people concerned (through a performance consulting approach).
Despite the fact it has moved from a classroom to an e-learning (or even blended learning) approach, it still revolves around telling people what, how and when to learn. Although there has been a lot written about the ineffectiveness of training and the unappealing nature of much e-learning, efforts have largely been around trying to improve the learning design processes, rather than considering how to support other ways of learning in the workplace that are more appropriate for the performance problem and for the people concerned (through a performance consulting approach).