Hey everyone. Happy holidays to those who have are celebrating now, and happy weekend to everyone!
As usual, I’ve got you covered with some of the L&D articles and blog posts that you may have missed.
With that said, here are 4 articles from this week:
Modernizing the L&D Function: From Learning Gatekeeper to Learning Concierge (Learning in the Social Marketplace Blog) – Jane Hart examines the shift from the traditional view of learning officers as “gatekeepers” – those that determine what an employee can or cannot learn – to more of a facilitator of learning. They cannot control access to content anymore, and the role has transitioned to more about how they can help people “in this big World Wide Web of Learning, rather than shutting down access to it.”
70:20:10 – A Framework for High Performance Development Practices (Charles Jennings’ blog) – Charles Jennings argues in favor of the a reference model (“not a rigid formula” in his words) that the majority of learning and development comes through experiential and social learning in the workplace (the ’70’ and ’20’) rather than through formal classes and courses. Traditional classroom training can definitely help, he says, but it is never a complete solution. Very interesting article.
How to Be an Overnight Success (Nuts and Bolts blog by Jane Bozarth at Learning Solutions Magazine) – The headline is actually a bit of irony in this post. Jane Bozarth writes that sometimes in business and evaluating performance, expectations are important to manage as well as the performance itself. Sometimes thing take time, and practice is worth it over the long term, despite the initial frustration. So in a way, the headline is not so ironic, you can have success overnight, even you keep your expectations at an attainable level.
Predictive Analytics, Not Predictable Techniques – What’s Need in L&D (Training Journal) – John McGurk argues that we need to change the way we look at ROI and evaluation in learning: ” Evaluation as traditionally envisaged in L&D is no longer fit for purpose. Metrics will come from how learning interacts with a whole range of people, performance and business indicators. This trend will be helped by the greater and more systematic use of talent analytics. None of this will stand on its own, and that should logically demonstrate to us the futility of either “happy sheet” evaluation or baseline free ROI as two extremes of poor current practice.” The first in what he says will be a series of articles.