Change 1. We’ve been moving in this direction, yet I believe we need to change our mental model around all learning experiences as an event. Move it into the workflow as an integrated component of the work experience providing support and solutions at the point of “kNOW” (knowing what is needed delivered now) while broadening and building the individual’s capabilities.
Change 2. Processes impact workflow and performance. If they’re bad, ugly, based in techniques and tools used 20 years ago, etc. then change them for the remote and hybrid space we’re in today. If they are non-existent or reside in people’s heads then invest in documenting and testing them so remote and hybrid work can move forward in a consistent, effective manner.
Ditch 1. The classroom model. We’ve seen that we can learn, and work, remotely and what we’ve learned is we want to be social so bring people together for the social, network development, aspect and focus on creating curious learners who collaborate.
Ditch 2. Training provides the technical skills to do the job. Yes but… the business behaviors people use with each other, with other groups, clients, customers are vital to performance success. Ditch the tech-centric instruction and build the work experience into the process. I have more on this soapbox!
Ditch 3. Using L&D metrics like test scores, hours of instruction, number of people trained, etc. Move from the ROI mindset to the ROL framework and use the metrics that matter to the business from quality, first call resolution, error rates, retention, sick/wellness days, injuries, etc. To support the business, and impact people’s performance, we need to be in the business and their operational framework. Ditto on soapbox here too.
What we need to keep is our advocacy for the working learner.