The responses to my last post, The L&D World is splitting in two – whether left on my blog or on Twitter – have been enlightening!
Those who agreed with it have been very encouraging. For example this comment came from Andy Tedd ..
“Hopefully this post signals a start to a large section of the industry realising that employees, as citizens and consumers, learn how to do complex things and run their lives every day, without any assistance from formal learning, LMSs, competency frameworks, leadership guff and HR neuro drivel”
.. and this tweet from @RockerDown
“good read and totally agreed. Folks miss the point on how people are used to learning. Small. Fast. Ground up.”
But it is also clear that those who disagreed with it, have either misunderstood and/or misinterpreted the points I was making – which only goes to show for me, that there is a gaping mindset chasm between the Traditionalist approach on the one hand and the MWL Practitioner approach on the other that needs to be crossed.
What is more, crossing that chasm may well prove to be a scary experience for some, because it means leaving long-held beliefs behind, as Donald Clark points out …
“I’d add the idea that the new group has abandoned old theory – learning styles, NLP, Myers Briggs etc. I’d even venture that Leadership courses, long doses of compliance, & Kirkpatrick are on the way out.”
But I have personally been very inspired by those – like Nick Shackleton Jones – who have done so and who are moving their organizations forward.
“In answer to your final question ‘How can we help L&D folk become MWL practitioners?’ – we have been tackling this problem for some years now, and eventually developed a ‘Learning Innovation Toolkit’ which goes some way towards describing the change that people need to make. Whilst we weren’t able to share this, I have tried to share elements – such as the CTR model and the 5Di process on aconventional. For those only interested in the headline, the shift is about the application of design thinking to learning. It changes everything!”
However, I do feel the pain of those who have crossed the mindset chasm themselves, but are still working in Traditionalist organizations ….
@JeffWren1966: “Have uphill struggle with culture that only values classroom training and must have a certificate as proof of value?
@WildFireSpark “At least it’s a step beyond the measure of bums on seats I despair”. #L&DChintz
@JeffWren1966: “Not by much and next few weeks heralds the joy of releasing 5 Mandatory e-learning course on Corporate Governance.”
. . for as Brian Washburn pointed out in a blog comment …
“it’s not just a mindset for two sets of diverging L&D philosophies, but rather, managers/supervisors also seem to fall into two similarly diverging mindsets when it comes to workplace learning.”
You just need to have the courage of your convictions, as Fleur Mouchemore explains ..
“As someone who will be looking for a new job in L&D in the future I am a little disheartened when I see that the majority of job ads have a traditionalist bias. However I feel positive that those of us who subscribe to the MWL approach can continue to disrupt the world of L&D and instead of complaining about it (as I have been of late!) we can demonstrate that another way is possible …”
For those who want some help to cross the chasm, my new book Modern Workplace Learning: A resource for L&D is available, as well as a supportive community, the MWL Association, to help you in your new work – as too the 2016 L&D Challenge.
FOLLOW-UP POST: Learning in the Workplace in more than training or e-learning