I thought this question, posed at the Learning Technologies Conference last week, is such a great question for anyone who works in L&D.
Our answers will shape what we do, who we do it for and how we do it. So, who is in charge of learning?
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Learning & Development professionals Martin - it's in our title and anyone who wants to 'learn or develop' needs to come through us to get training or to learn things in the workplace. I've no idea how everyone copes outside of the workplace. I really don't.
I mean how to people find out anything they don't know or need to learn without a dedicated professional to arrange a short course or workshop for them. I mean who do they contact to arrange some resource for this to happen. I'm surprised the human race has survived this far I truly am with this ad-hoc and random approach to learning for themselves.
OK I'll stop.
Reminds me of this post from Jane Hart on the 'learning police'
http://www.c4lpt.co.uk/blog/2014/10/28/are-you-a-member-of-the-lear...
Hi Mike
Ha ha! BUT, what if that L&D professional was the only person in the organisation with a deep understanding of how adults learn at work, of how OD impacts on organisational culture and learning?
Good question. I imagine that organisation won't be very agile and responsive to change and potentially it won't be business for much longer. Or be able to compete with any organisations who makes learning it part of their DNA rather than the responsibility and accountability of 1 person or department.
I agree with Blake ultimately it's the individuals, but I do think HR, L&D & organisational management teams have a responsibility to create a learning culture, making learning easily accessible and ensuring they support people to embed learning's
Hi Paula
Agree, the whole idea of creating a learning culture puts the onus on all colleagues to take responsibility for their learning. I like the idea of collective responsibility for supporting others' learning . . .
The individuals ultimately but its on L&D departments and professionals to enable and support.
I tend to agree, Blake. If individuals are in control then it might reframe L&D and how we do what we do. More enabling as you say . . .
If we all agree that the saying " You can lead a horse to water, but you can't make it drink " it doesn't stop you making the water the best you possibly can.
But swap water for company learning solutions of course.
or vodka, gin, beer, wine or lemonade of course ;)