L&D have to stop this silliness of working on something because we’ve been asked to – or because it’s the latest thing. We need to invest up front in understanding what’s really going on and relying on data to make decisions and progress.
It’s a well trodden path… A new L&D function is born – or a new custodian arrives into an existing function – and a review is undertaken of ‘what learning is required’. Induction is developed. […]
Despite the headlines, attention spans are not reducing but perhaps tolerance for workplace learning offerings is?
Rather than using technology to scale L&D initiatives, what can be learned from the success of the iPhone in finding new ways of helping workers to do what they want to do, better?
This question was posed to me by Sukh Pabial (@SukhPabial) recently, following a blog he wrote, Adapting, Change and L&D, and a subsequent Twitter exchange. Sukh finished this blog by expressing: “L&D is fundamentally broken […]
*The secret*: ‘Learning’ is rarely (if ever) required at the point-of-need. Instead, answers, support, insights or guidance are more likely to be needed. To make the distinction, ‘learning’ (in the context of work) is often […]
As Director of Talent, Learning & OD at Disney, I learned that I wasn’t actually accountable for Learning. I was not charged with embedding, accelerating or transferring learning. At a time of huge shifts in […]
If you’re supporting workers in the workflow with context-specific resources, based on what your organisation’s internal ‘experts’ know and do, then classroom events take on a very different role to before. But what role should […]
“Curation replaces noise with clarity. And it’s the clarity of your choosing; it’s the things that people you trust help you find. We [L&D] need to be the people that organizations trust to help replace […]
What will you do if you need to know something (or know how to do something) for your job today? If you’re like most people, you’re likely to either web-search or ask somebody else. The […]