L&D Suicide? - 0 views
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Rigid, top-down corporate cultures become brittle in the face of frequent change. Sustainable organizations gain flexibility by empowering their people to make decisions
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Workers who once took orders increasingly collaborate on their own initiatives. As workers become personally responsible for keeping up and working smarter, the distinction between work and learning blurs until they are the same entity.
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into their own hands, i.e. Pull, it’s called informal or social learning. Pull is not inevitably superior to Push. Onboarding, learning a new field, or acquiring technical skills often require Push, i.e. formal, learning.
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Managers of L&D gripe that they are not invited to "sit at the table" with C-level movers and shakers. This is a fool's errand. The tail does not wag the dog. L&D's function is helping people acquire the know-how to fulfill the mission and gaining management's support to carry it out. In other words, L&D needs to invite senior management to huddle with them at another table: governance.