Process
Shock of the new.
Faced with constant change, an explosion of available information, and myriad resources, the instructor in an enterprise has moved from being principally a source and presenter of knowledge to a guide and curator for individual and group learning. At the organizational level, the instructor has become a conductor who orchestrates teams to learn to operate in the most optimal way for a business (Prieto et al. 2011; Dillenbourg 2013). Further complicating the matter, employees are increasingly moving toward “self-regulated workplace learning,” reducing the roles of learning professionals altogether (Siadaty et al. 2012).
Free Learning From (Format) Jail
Shift Accountability From L&D to People Who Do the Work
Let’s be honest: People can solve lots of problems without formal training. L&D, along with our stakeholders, has established an unfortunate spoon-feeding habit within workplace learning by limiting people’s access to resources. They were hired to do the job. They’re trusted to do the job. Plus, they manage to get to work every day on their own. People are fully capable of solving problems—when they’re provided with the right resources.
Make Solutions Available 24/7
L&D borrowed from the wrong paradigm when it comes to the connection between sharing and learning. We wanted to be Facebook and Twitter, but the information shared on these platforms is timely and fleeting. We see today, within organizations that use tools like Microsoft Teams, Slack, and WhatsApp, that these platforms facilitate connections and networks between people, but they don’t help you codify or discover organizational knowledge.