3 Key Takeaways From MindTools: Reflection on 20 years of L&D research
Ross Stevenson
Chief Learning Strategist @ Steal These Thoughts! I help L&D Pros improve performance with tech + AI, and share lessons with 4,000 + readers.
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Here’s a quick breakdown of Mind Tools 20th anniversary edition of L&D research.?You can download your copy here. These are my personal takeaways.
1?? Maximising digital technology platforms
Let’s be real, our industry has been super slow to adapt and adopt the latest wave of technology innovations.
Forget about AI, most teams struggle to wrangle with their centralised content platforms which makes us look like the last to the party. Now we have clear-cut data to show just how slower the profession is in this field.
We must be intentional with technology. You don’t get something just because everyone else has something. It’s about the right tool for the job.
This familiar-looking guy (below) has some interesting things to say in the report. I’m digging his hairstyle too!
See page:?19
2?? Continous learning cultures
I’m not a fan of the word “learning culture” personally.
Especially since many try to make out L&D teams have some mystical control over whether it exists or not.?Newsflash:?we don’t!
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What we see in the data is mature learning organisations are those that have embedded learning in their culture.
Key takeaway:?L&D professionals should strive to foster an environment where learning is seen as a continuous process, not a one-off event.
Learning is most certainly an?everyday behaviour.
See pages:?9 - 11
3?? Positioning the value of L&D
Ah, the old L&D value conundrum.
You spend all this money but what does the organisation get in return?????Business leaders, particularly CFOs, are getting smarter when it comes to the ROI of L&D. They know it’s important, but often the money is not well spent.
This is echoed in MT’s findings with organisations looking for more robust evaluation strategies for L&D programmes and products.
Doing simple things like aligning your L&D strategy with business goals and learning how to present results in a way that leaders will care about can take you far.
See page:?10
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Award-winning Learning Design Leader | Articulate and LXP/LMS Nerd | I help companies create learning systems and programs to optimize ROI by $10k-$2M+
1 年The alignment/ROI problem I see as a common repeating theme. They can't articulate R well, so they focus on I. Madness. Work with Finance. Quickly determine what the R (in this case Risk avoidance) is with training. That is usually very big R. This is not L&D's estimate of value, it comes from Finance. Often this will justify strong support for I. And continuous learning culture- I have seen everything from learning campaigns to having specific learning targets put on goals. The biggest indicator of a learning culture? A culture where there is TIME to learn. Time if the biggest indicator. If your day is stuffed with meetings, your projects are under-resourced, and your timelines are very aggressive- you have an output culture. Not saying that is wrong, just reflecting reality. Learning is inefficient- you have to build in time for inefficiency as people mine new skills. Without time, they will revert to what they know best to deliver in the now.
Absolutely on point! Embracing technology is a must, and the emphasis on choosing the right tools is spot on. The challenge of showcasing L&D's value is real, but aligning with business goals is a right move ??
Learning and Development | Impacting Lives through Self-discovery, Dialogue & Meaningful Play
1 年Learning is most certainly an everyday behaviour. This would make such a great for t-shirts and posters. A simple truth lost in the educational system confined to a degree. Thanks for the summary Ross!
Learning & Skills Lead at FSP
1 年Thank you this was a great summary. I’m laughing about HR being L&D’s somewhat overbearing parent! That resonated!
Learning designer innovating with AI | theailearningdesigner.com
1 年Nice summary, thank you!