To save you reading the post again, my concern is that the CIPD isn’t relevant to learning and development professionals. It seems that the CIPD polarise views more than many other professional bodies. I had a number of replies on the blog, via twitter and email that both agreed with me and stated the CIPD position.
Sam from weelearning agreed with me and also recognised the ‘gang’ recognition that being part of the CIPD has. Alistair recognised this as a niggling feeling and I wonder how many L&D professionals renew their subscription as a result of this feeling.
The value of the CIPD’s research was addressed by Martin Couzins and I agree, the research that appears to be moving the industry right way. I say appears as the report is locked behind the membership wall and I can’t see what the CIPD is saying. Join the CIPD then you say? But what value does this report provide me? Does this research add anything to the work of Czikzenthihalyi, does it challenge the horoscopes of learning styles and MBTI? Publish the report for free and show L&D outside the CIPD that you’re serious in taking our industry forward.
Perry Timms commented that I might want to look for what I’d want from the CIPD, using an AI approach. I’d agree that this would work in a world where the collaboration that I undertake on a daily basis didn’t already exist. Perry also suggested keeping in dialogue with the CIPD and there was a robust reply from Gill White, the CIPD Capability and Career Development Director.
Gill acknowledges “…that the CIPD weren’t recognizing my profession as equally”. She also asked what good looks like for me. Here’s a few ideas:
Prove your relevance – for someone who wants to start in the world of L&D, the CIPD used to be the place to start to learn how to train. It doesn’t seem to be much different now – the CIPD HR profession map still talks about ADDIE and delivery relevant to learning styles. Do we want to set new L&D professionals off into that kind of world?
Prove your value – don’t hide content behind your pay site, make everything free, open source and available to all. Locking content down doesn’t protect value for your subscribers; it devalues your work when content is freely available across a range of other sources. Even if you lock the content down, the conversation is taking place outside of your site so you might as well let people use the source material rather than the chinese whisper copy.
Prove your engagement – use your twitter channel to engage in discussion. I’m really pleased for people who have passed their CIPD – it means a lot to them and they’re probably delighted the CIPD recognise it enough to re-send their tweet. Where was the CIPD during the recent #trainingcrimes twitter storm? Phil Willcox, CE of e3 started the topic and soon L&D professionals across the world were calling out bad practice in L&D. Some humourous, some dangerous, all valid. And all, apparently, ignored by the CIPD.
You want L&D professionals to be engaged and stay in touch with you? No, you should want to stay in touch with me.
Keep sending me marketing emails encouraging me to re-join the CIPD at 5.30 on a Friday afternoon and you’re doing nothing to shake your image of being irrelevant, overvalued, and unengaged.
Comments, as always, very welcome.