Does it matter if we don’t improve L&D thinking?

Quite simply, no.

In my previous post about the challenge to L&D with 70:20:10, I talked about the kinds of things L&D practitioners are doing to innovate the way learning is undertaken by organisations. But, there’s a question for me which is the title of this post.

Does it matter?

Well, what would happen if L&D weren’t innovating with 70:20:10 thinking?

Formal learning structures would still be the mainstay of L&D functions. Be that through classroom based stuff, face to face workshops or presentation based learning, it would just be ever present.

E-learning would still be an alternative for delivering learning via face to face workshops. It may be integrated into an LMS or not, but it would be there.

Some organisations would still have an LMS – Learning Management System. A central place where they could manage people’s learning, ensure it’s all approved, and control the learning everyone has to go through. Oh and the reporting. The reporting totally matters.

Various L&D types would try and align their planned activity to business objectives.

And this is where things start to happen differently independently of L&D.

Some organisations would still have things like wiki spaces, online collaboration tools, and enterprise social networks in place. But this would happen mostly because they are brought in by other parts of the business.

Some organisations would welcome and encourage teams to work together across projects regardless of function, hierarchy, or authority.

Some organisations would be comfortable using open facilitation techniques such as Open Space or World Cafe to engage their teams and workforce.

Some organisations would go ahead and have open access to all internet sites as a way of trusting people’s use of the internet to find things they want that are relevant to their work.

Some organisations would find ways to encourage creative thinking and innovation to take place as a way to allow people to be their best, and help find new ways of improving business practice.

Some organisations would invite staff to do what they need to encourage thinking around diversity and inclusion which wasn’t dictated by one expert.

Some organisations would recognise that group efforts can invite answers to business problems as opposed to the selected few individuals who know the answers to all problems.

Some organisations would cultivate ways for people to be mentally well and supportive of flexible working patterns.

And that’s just what came to mind on a Sunday evening.

So does it matter if L&D doesn’t improve its practice? No.

But if we don’t. we’re only setting ourselves up for an organisational fail.

Published by

Sukh Pabial

I'm an occupational psychologist by profession and am passionate about all things learning and development, creating holistic learning solutions and using positive psychology in the workforce.

2 thoughts on “Does it matter if we don’t improve L&D thinking?”

  1. Thanks for the post, some of the ideas here are similar to what got me thinking for my below post:

    Overall, I would say, no it doesn’t matter as you might be able to get by with a focus on ‘training’ but it may well mean you are failing yourself professionally and your organization if that is all you consider as supporting learning.

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