So much learning and development budget, in my opinion is wasted. Wasted on ineffective solutions (note, even the most 'effective', expensive or 'high quality' learning programs or courses miss the mark for some learners), wasted on learners who aren't willing or ready to learn in the way that's been put upon them, wasted as people forget 80% of what they've learned within 24 hours of having learned it, wasted because much of the content is irrelevant to many, wasted because of the learner's beliefs, wasted because learners aren't equipped with the know-how to apply what's been learned...the list could go on and on.
Results could be made more effective by throwing much less money at various programs, and instead inspiring, leading and teaching your learners how to self-direct their learning. So long as they're in the right job (they are, aren't they?) then they'll be wired to get better at it and exchange all the value they can with you for a win:win. And they'll no doubt want to learn their way. They'll want access to the resources that they identify with, and their learning speed and ability will miraculously improve. So long as you help guide them in their choice and facilitate the end solution, and help them learn how to measure and drive their own performance by teaching them the
'art of learning', you'll be able to cut your L&D costs significantly and improve your results.
This article is worth a look:
http://www.hrzone.co.uk/blogs/chrishopkinscaburnhope/chris-hopkins-caburn-hope-employee-communication-blog/downturn-dilemma-0 For more on bringing a self-directed learning approach in to your organisation or a team (you don't have to replace your current approach, you can run this along side if you like),
contact me. I'd be happy to let you try a few things out.
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