I was presenting a workshop at the Learning Technologies Summer Forum yesterday and mentioned a phrase in passing which someone spotted and amplified:
Most L&D problems are not L&D problems
If that’s the case, why are L&D trying to fix them with a learning intervention?
1. Because they pay us.
2. Because they can be seen to be doing something without having to challenge/change anything.
3. All roads lead back to L&D. If it’s a compliance problem then management need to be upskilled. If it’s a technical problem then someone needs to be trained in the process dealing with technical difficulties. I could go on.
Ha…..said this before. Often the issue is more about performance and the manager, lead or other is not equipped to deal with the issue….. the big red L&D phone gets dialled…… I have a training issue…… OH REALLY are you sure…………
“Most L&D problems are not training problems.” That I can agree with. But, training is not synonymous with learning and development.
Maybe L&D teams need to grab these opportunities to be consultants and push for change in the way that L&D interacts with other teams. It takes a strong-willed change agent, but it is certainly possible.
Because we fall into the sticky plaster trap?