The Shift from Efficiency to Learning Means an Opportunity for L&D

How fast you adapt is increasingly becoming more important than how efficient you are. Most organizations are set up from a time when they sought “the one best way and trained accordingly”.

We are shifting to a time when most of the work people are performing is non-routine (all job growth since 2001 has been in non-routine work).

For this type of work, there is no “one best way” to figure out so that you can train people to perform these tasks.

If there is “one best way”, it’s being performed by smart machines.

Organizations are moving from scalable efficiencies to scalable learning to thrive.

Employee learning is becoming more important than employee efficiency.

So, where does that leave Learning & Development?

A huge opportunity.

The type of work people will be performing is changing and the support people need to perform their jobs is changing.

Especially, the learning support they need.

To support this type of work, L&D needs to change, like work itself.

L&D is set up from a time when:

  • The types of tasks that people performed were different than they are today and will be in the future.
  • There was “one best way” to do something.
  • Information was scarce.
  • Most people worked in the same physical location.
  • The half-life of knowledge was many years.

These and many other items have changed.

Where do we go from here?

Challenge some of our existing views and beliefs? 

The way we describe something can affect the way we perceive it and way we perceive it can affect the way we use it

Whorf, Korzybski, Thaler, Ross

I’ve been exploring a viewpoint and I’ve seen two other insightful views from Jane Hart and Dani Johnson. It’s interesting that all 3 views share similar components and are coming from different perspectives.

All 3 of these perspectives share a viewpoint on:

  • Moving away from courses as the core product of L&D.
  • Learning as a continuous process vs an event.
  • The importance of learning outside of the organization.
  • The larger employee experience.
  • The L&D behind-the-scenes enablement of employee learning.
  • L&D partnerships with other parts of the organization

I’ve shared a shift from the organizational view to the employee viewpoint of learning and how L&D support the gray space. A work in progress, if you have suggestions.

Jane Hart shares her thoughts on employee led learning where it is part of modern professional learning and modern workplace learning.

mpl meets mwl

Dani Johnson shares her thoughts on invisible L&D. She is still “working out loud” and seeking feedback.

invisible ld

What do you think?

  • How should workplace learning and L&D evolve?
  • What resonates with the views above?
  • What is missing?



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