This is an interview by Bloomfire I participated in almost two years ago that just resurfaced on their blog. I think the relevance is timely and worth sharing again for those who missed it. The basis for this dialog centers around how the T&D role is being stressed to meet the new learning demands of business and some thoughts on what to do about it.
Tag: LinkedIn
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.
With all the recent press performance support is getting…make that positive press…I’m noticing that we could easily slip into a best practice of admiring the problem of what to do about it. To be a bit less sarcastic, I must clarify that admiration of the problem is NOT a best practice, but it often seems like we manage to do it best.
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 few years ago, I am quite certain, I would have been fighting this “cloud” concept tooth and nail. There was something about having my own staff running my own servers behind my own firewall that provided a sense of security and control. To an extent it did, and the IT staff would be the first to man the ramparts to fight off having anything living outside the firewall – much less allowing anyone outside to get into our systems. I feel their concern, and I respect the need to protect the network and data resources behind the firewall. So does that make a cloud-based LMS a better solution?
We [Training] have been hugely successful selling the idea that improvements in performance can be driven by training. I know there are colleagues who bristle when I discount training’s impact, but my point of emphasis lays well beyond the scope of even the most excellent training product we might deliver. My rant is not aimed at deficient training; rather, it is in the misdirected application of learning. This not about “WHAT” as much as it is “WHEN” and “WHERE”.
I fear the L&D function…or Training…if you choose by another name, are locked into a paralysis of tradition. Tradition yields comfort and familiarity. Comfort and familiarity yield resistance to change…and in some cases even recognition that there could actually be a “change” that offers a viable alternative. There is no denying that some form of knowledge transfer is a requirement…no doubt about it, but the question I am so vocal about follows…and is outside of that field of vision, “Transfer to where?”
So…you just bought a new LMS. The sales dude/dudette left days ago with promises still echoing in your head. Your Help Desk phone rings alomost immediately after GoLive, and some knucklehead wants a report that does not come standard on the LMS. Imagine that. Part of me wants to go…BWAH-HA-HA-HA…but another part of me was the owner of several LMSs at different companies…and the same knucklehead worked at each one. Imagine that.. None of the LMSs report on what you will be asked for…trust me. Phone rings again and again…and again with users unable to find anything on this “bleeping” system. Yeah…and it only gets better. This post is about what the LMS sales pros, regardless of gender, will neglect to tell you. Enjoy a few lessons learned that just might make life easier…
I stumbled across an untitled draft from June of 2012 (T+14 years ago), and the knee-jerk reaction was to blow it up and return to writing fiction thrillers. Some might call that a distracting, crazy, demented, ADHD moment. That may be …but it’s my crazy, and I’m still not in jail. As my finger hovered […]