The most important part of developing skill is of course the formal training taking place in training centers around the world. The second most important part of the companies’ learning is what happens amongst the staff in all of their communication and helping each other. The third and least important thing is what the employees learn while working. You know, experience and such.
Wait a minute. I am of course joking here but sometimes I’m under the impression that this is how we do things at most companies. Let’s back up a bit and try to think about the reason for learning – individually and organizationally. Continue reading
A couple of months ago I published the post Work-based learning (based on work by Niklas Angmyr and Charles Jennings‘ “Re-thinking workplace learning“) and the time has now come to update the model presented and take it to the next level. In short the change can be attributed to:
Beneficial knowledge is nice to have but
beneficial behavior is what gets you results
Let’s start at the top left. The classic L&D sector is the blue box of competence building activities. Here I’d suggest one would place activities described in the post Multi-Layer Learning, i.e. not only formal ones like classroom training but also informal stuff like communities, role-modeling and databases. And yes, by saying that the top blue box is the classic L&D sector I also say that L&D often doesn’t do anything else of what’s shown in the model above. This model is more applicable for a department working as a Knowledge and Performance Partner than that of a Learning and Development department.