Training Departments have an opportunity to advance their training efforts be taking a non-training approach. Sound counter-intuitive? It’s not, thanks to available and easy-to-use technology that allows people to connect and share information informally like never before.
Around the industry, people are taking notice. The following is from Jane Hart at http://www.c4lpt.co.uk/blog/2011/11/23/the-non-training-approach/:
“The Training Department (aka the L&D dept) has traditionally focused on designing, developing, delivering and managing instruction – in the form of courses, workshops, eLearning and other training events. In fact “a course” in some form or other has now become the de facto solution to any performance problem in an organization – despite the many experts that have spoken about its inadequacies in today’s world, and that courses have little impact on performance.”
And, Jane’s post continues with the following:
“But now, the emergence of social media has given individuals and teams the tools to support their own learning and performance needs much more easily and powerfully themselves. And by doing so many are already circumventing the L&D function – and citing a number of reasons for doing this:
- L&D is too slow to respond to their needs
- courses are not the most appropriate way to solve their problems
- they don’t want to have to leave the workflow for the solution
- eLearning frequently annoys adult learners as it treats them like idiots
- and they don’t want to have Big Brother breathing down their necks monitoring and tracking their every move.
What is needed quite urgently is a new approach to helping those in the workplace do their jobs, or do them better – in more effective, efficient and relevant ways in the modern workplace. An approach that is NOT about designing and delivering courses, but is about working with individuals and teams at the grass roots to both encourage and support continuous learning practices as well as to identify more appropriate solutions to business and performance problems through non-training interventions.”
To read more information regarding related topics from Jane Hart, visit her blog at http://www.c4lpt.co.uk/blog/.
At Interactyx limited, we support the use of informal learning as a tool to enhance the collaboration in any work environment with our social learning management system (LMS) software, TOPYX. If you would like to know how to integrate informal learning into your workflow process, you will want to know more about TOPYX (interactyx.com); social learning and traditional learning all rolled into one and a price point most organizations find very appealing.