To: Person that we work with
Following this morning’s Memo to L&D
Well. Yes of COURSE we want you to take responsibility for your learning – within the parameters set by the Behaviours, Values and Objectives the Organisation has set, of course. And you mention the Time word – don’t get us started on Time – no one has any time for learning in this organisation, seemingly – we can’t get folk into those management training sessions unless we compel. This being the case, just allowing folk to learn by themselves, for themselves, all willy-nilly ( no giggling at the back) is really inconvenient and risky.
You may deem yourself to be a responsible learner, but let us assure, we do not believe this is typically the case… and we have systems set up to ensure we are right… we’re so glad you know about the LMS, it really is the best system to manage learning, we find.
We are suspicious of your personalized performance support. Where does this leave us as a department? We can’t be on hand for each individual you know… and learning must be recorded and measured, as I’m sure you appreciate.
You have to complete your elearning module before you take the end-of-module-test so we know you have learned stuff, of course. The other way round suggests you bring prior knowledge and experience but it might be the wrong sort. You need to know VERY SPECIFIC THINGS. Take offering feedback for instance, if you don’t go through the elearning module precisely as designed, you may never fully appreciate what it is to give or receive good feedback in real life. And whilst we appreciate your notion, sitting the test before you have sat through the training makes a mockery of the large sums of money we spent developing the content and really skews our stats. We’re sure you understand.
Oh we love free thinkers and creative types. We feel very similar ourselves here in L&D – but in the main, people prefer to be told what to learn and think, we find. You don’t get free thinkers in Finance, you know (knowing snigger) And the Directors are happy if they know specifically and exactly what is going on. These are the boundaries already set. That is the frame you are asked to work in. If this constrains too much, let’s have a meeting – or perhaps a team session – to see if we can open up the thinking a little. You already mentioned post-it notes, we could use some of those.
“Develop a range of support from arrange of channels”
What channels are you sourcing? Are they accredited? Who are you listening to and are they a “good sort”? We like to know these things – our expertise in all things is important to us… just so you can learn well, you understand..
Give me context. What value is there in completing content if I don’t get the relevance? I need to know what it means to me, in my reality. Your learning objectives are unlikely to be consistent with my performance objectives. They are more likely to be aligned with your metrics and that means little to me in my work.
We know. It’s a kicker this one and we wish it were different, at times. The context is: learn what you need to learn to get on in the business and to improve organisational life, obvs.
We can’t make meaning for everyone – it is a simple truth – to some extent we work on a “if we build it, they need to come “ basis.
We need to improve management and leadership skill – the context for this is to improve the current and future state of the organisation. Oh we didn’t quite perform as we wished to, organisationally, last year – so a context of sorting that out is also running… we get pulled in all directions, we really do.
It’s simple though…After you have done your performance objectives, you can write down your Development plan and we can approve it, as long as going to that Tech Conference in Tahiti isn’t on there again – the Jollies we see getting passed off as “development”
We are trying to argue against this “access learning at the point I need it” narrative…..hmm…might have to see what we can do, but Chris and Shaz in the IT team are not going to be happy, we suspect… It’s a lot of work to give access outwith the organisation, you know.
Why bother learning? You need us to tell you that?
We suggest you go onto Social Media and seek out some of the bloggers and the learning community our there – look at the passion for sharing, for information, for developing the types of technology and experiences that will allow folk to access everything you have asked for here.
Learning is like water – you need it to survive and thrive.
Not just the cognitive, mandatory stuff, but emotional, social stuff – how to lead, how to communicate, how to be positive, or relax…
How about I don’t tell you? How about we role model how good and necessary it is to learn and develop? How about we enable you to come up with your own meaning around the content we provide? Isn’t this part of what you are asking?
Learning, if relevant, is of value. It is personal. Of course it is.
Perhaps, rather than telling you, we can role model it or show you?
We appreciate the note – you have offered us food for thought. We will take this away and see what we can action – Perhaps this is part of our learning