A Small Victory

 

A good track on their best album by my favourite band (Brixton 10 June 2009 will live long in the memory) and entirely appropriate this week for two reasons.

Reason 1

It’s good news – I have had Google Chrome installed on my work PC.  i was ridiculously excited by this earlier in the week.  It’s fast, can access sites that I need for work, and is exponentially more flexible than IE6 that I’ve been on for ages.

Reason 2

There’s a lyric in the tune above that goes:
If I speak at one constant volume at one constant pitch at one constant rhythm right into your ear, you still won’t hear.

The line sums up frustration that a colleague in another LA is having getting managers to engage with an elearning option for their teams.  Apparently, the managers are finding it difficult to find time for their teams to do a suite of 5 x 10 minute elearning modules.  It’s ‘easier’ to arrange a 1/2 day session for everyone at a central venue with its associated costs.

Easier?  For who?  I guess the manager – they are able to delegate the responsibility for the training to the L&D department and when the team underperform in that area the training can be blamed.  Their staff would be, as from my earlier post, tourists and TBF.  To arrange a half day class the staff cost would be everyone’s salary who attends x 1600 divided by 3.  Add in the cost of the room, handouts, etc and your total is the cost to run.

I’d be asking about value and what budgets they are putting aside for training.  I’d be asking about their understanding of the Ebbinghaus Forgetting curve.  I’d be asking about their understanding of the 70:20:10 research by Princeton on the nature of learning in the workplace.

I’d ask, how are you, as a manager, going to check for ongoing competence? Not what score the team get in a test, but ongoing change in behaviour? Managers won’t want to add that cost in. How many times can the team re-access the training at any time, as many times as they like.

People don’t fear change, they fear what they will lose as a result of change. In this scenario, it’s managers understanding of how people learn.  If their context is to go to university, sit in lectures, get qualifications, their context of learning is embedded in chalk and talk.

What would you suggest my colleague does?

Add you thoughts via the box below – comments are more than welcome.  If you don’t want them published, let me know within your comment.

 

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One response to “A Small Victory

  1. Pingback: Easy like Sunday morning | Lost and Desperate·

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