Moments of need are either triggered by an issue or challenge where the knowledge worker is confronted with either remembering what/how to do something and then are forced to rely upon recall knowledge. Where we would like to be is giving them an efficient resource where reference knowledge is readily accessible. Given the amount of information we all have to deal with daily and the documented loss of up to 85% of knowledge gained from training within three weeks, it is no wonder mistakes happen. Yet, we continue to train our people the same way over and over and expectantly wait for different results. I think Einstein defined insanity using a similar example.
Tag: learning at point of work
Paradigm shift? Methinks this evolution is going to make more noise than a dramatic shift of thinking. My only hope is that training organizations hear the noise and embrace the implications of new skills and integration of learning @ the point of work before they hear another sound – the firing squad blasting away at their training budget.
Plucking is good. It’s happening at an ever-increasing pace. A technology savvy user population is asking for it by their actions. Isn’t that reason enough to shift our content design, development, and delivery models to match the need for the population that pays the rent on our training cost center? Methinks it is, and our [Training’s] paradigm is way over due for an evolutionary step toward the new ground zero for learning @ the point of work.
A question many of us have sought to answer…or maybe “predict an ETA”…came up in one of my networking groups this morning. “When you do you know that the Learning & Development function in your organization is fully developed?” The answer to this may be as impossible to define as it is to nail Jell-O to the wall. Methinks being fully developed, means being in a constant state of “evolution” with a minimum of resistance to change.