I have worked in L&D since 2001 and have seen so many changes over the years, I thought I would share some of my observations with you.
Back in 2001 the department was called Training and Development (T&D) and we changed to Learning & Development over the last few years.
Training was mainly face to face workshops with workbooks to complete and take away. There was more of a ‘tell’ culture in the learning classroom, I remember my train the trainer course where we were told ‘tell them, tell them and tell them again’. Since then I have been introduced to Charles Jennings 70:20:10 model. This was a big shift change in mindset for organisations who had previously done 70% or sometimes more formal learning and little on the job learning or encouraging learning from others. A more blended approach to learning has been adopted over recent years.
Another change I have seen is how we have moved from looking at learning styles. We used the Honey and Mumford model when I started working in learning. Now we look more at learner’s generation type and adapt the learning accordingly. For example, millennials prefer informal learning and ‘just in time’ learning which has seen more bitesize learning sessions (microlearning) being created rather than full day workshops.
There has also been a great increase in digital learning. The CIPD reports that “Digital learning has progressed rapidly since the coining of the term 'e-learning' at the turn of the century and now encompasses websites, e-books, social media and online communities, online lectures, webinars, podcasts and microblogging. As such, it has proven to be a viable way of training and developing people in organisational settings, and one that forms part (though not all) of an organisation's wider learning strategy.”
I have seen L&D departments move to a Learning Management System (LMS), so a virtual learning environment over the last few years. The system manages and delivers content and looks after course administration, tracking progress and assessments for each learner. When I first started working in L&D, we had a more manual approach to keeping training records and had a dedicated Learning Support Team that looked after this.
L&D will continue to evolve, and L&D teams need to make sure they are keeping up with the fast pace of change to engage their learners and develop the knowledge, skills and behaviours that will be needed for professions of the future.
I'd love to hear your thoughts on how you have seen L&D evolve and change over the years!