Let me begin by admitting that I am not a big fan of training and education – heresy you might say but let me put this into context. I am into helping people succeed; I am focused on creating seamless solutions to success. This is where I believe traditional L&D is failing for we should be focusing our efforts on meeting people at their time, and place, of need supporting and enhancing the person’s performance.
Charles Jennings identified research going back almost 40 years that shows the individual plans their own path and the “curriculum map” was fairly consistent with the “70:20:10” model. So we learning specialists should be focused on supporting the learner where they are, in the context of what they are doing, allowing them to reach the experts they need seamlessly. So here are two more key areas we should include with objectives and assessments – engagement and mobility.
We are engaged when we interact with another person, a topic, or activity we care deeply about. Leveraging the capabilities of mobile tools will increase our chances to impact the learner at the time and place of need. We need to truly engage the learner as well by creating dynamic interactions and tap into the social community to connect people to highly skilled experts. Jane Hart has been quoted as saying that the future of learning is social however as we create our personal learning by viewing tutorials on YouTube, 5min Life Videopedia, and Soyouwanna I think the future is here and we need to target our efforts in working with our business partners to identify what performance success looks like and design learning opportunities that will help people succeed in their roles. Only then will we be meeting the goals of the business by providing the solution to an individual’s success when the person can perform efficiently and effectively as we meet them at the time, and place, of their need.