Yes, this was an actual question during a conversation about how in L&D we need to get back to basics.

This is not the first conversation I have had recently on this topic. I have had the absolute pleasure of making new connections recently (Kevin Yates and Amrit Sandhar yes it’s you two!) and I believe it is not a coincidence. I believe there are lots of people thinking the same way…..The topic coming up time after time is how in L&D we seemed to have lost our way. Instead of focussing on the basics (we will look at what those are later) we seem distracted by the new and shiny. I am not averse to the new or shiny at all. I am a self-confessed geek but the new and shiny has to fit the problem not the other way around.

So today I was having a review with Marie Duncan, Head of L&D for Kibble Education. They are a fabulous organisation over 150 years old, dedicated to helping children at risk. At the beginning of November I ran the Learning Loop for a group of 12 trainers and subject matter experts. We were reviewing the impact of the programme and what it has done for them.

We caught up on what has been imbedded and future work. We spoke about conferences and their value, but also how they can lead to a feeling of overwhelm. What do we spend the hard fought budget on and are we really getting value out of what we have? These are key questions on many L&D managers lips.

Then we took a similar path to previous conversations. Is L&D losing its way? What is it about? My opinion on what L&D should be about is:

  • Understanding the organisation and its’ purpose
  • Aligning L&D activity with the main goals of the organisation
  • Conducting a needs analysis when appropriate to inform us of what really needs to be done rather than what presents itself
  • Designing something appropriate using the right tools (not just applying the training ‘sticking plaster’ or the new shiny glittery thing)
  • Delivering something that meets the objectives and improves something in the organisation (not just a warm glow from the glitter)
  • Finding out whether what we did had the impact we said it would and working with the organisation to prove it (with business metrics)
  • Enabling line managers to help imbed the learning

Much of what we hear about are new advances in AI, VR, micro-learning, mobile learning, social learning, digitalisation, is all fabulous stuff, but how many in L&D are measuring the impact of what they do? How many have their finger on the pulse of the organisation, to know what is really going on? Are we swayed too much by what the big kids have in the playground?

Listening to all the new advances can we stay focussed? Is it all a distraction? Not-for-profits, voluntary and public sector organisations are strapped for cash and quite often need to know, in Marie’s words “how to imbed what we are doing well and doing it better”.

I love the Towards Maturity reports, giving us all a good idea of what we should be doing and benchmarking against others. Looking outwards can be helpful but so can looking inwards. Each organisation is unique and really understanding its purpose and how that can be fulfilled is crucial. Not all navel gazing is counterproductive! It is about balance.

So where did the tiara come in? When we were talking about all the latest fads, new and shiny things, one of our key concerns was how appropriate they are to the problem you are solving and just because you have one, “would you wear a tiara to the gym?”

I would love to hear your thoughts about ”getting back to basics” and ask two questions:

  1. Are you getting the L&D basics right?
  2. If not, what is stopping you?

By the way if this topic is of interest to you, Kevin and I will be recording a podcast in the new year on Trainer Tools going into more depth on this topic.

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