My thoughts are meandering today onto my book “How not to waste your money on Training” (work in early progress) and after posing the question above on Twitter, there were some interesting answers. The whole storify for the tweet chat  can be accessed here, but there were a few answers that mimg_2344ade me ponder more:

  • Impatience  from L&D and the client
  • Lack of accountability for L&D
  • Distracted by the new and shiny
  • Not realising it is not a static process

So my next question has to be, “How do we help others in L&D see that if they get the analysis part right, then this follows?”:

  • Respect and inclusion from the business
  • Flexibility for the organisation
  • Demonstrating value, so getting budgets is easier
  • Getting to play with the shiny stuff, to enhance the learning experience

My thoughts are that there is a fear in L&D of gathering data, analysis, interpretation, challenging the norm and having the gall to ask “Do we really need this?” or “Is this really a learning gap?”, for fear we might be out of a job.

Thing is, if we don’t start asking these questions, we may be out of a job anyway…..

 

 

 

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