Here are the top five posts on the LX Designer blog for the month of April. Since learning requires reflection, I thought we could reflect on what we learned from the most popular posts over the past month.
We all need to be careful with fads, buzz words, and opportunistic organizations selling solutions. This is certainly true of social learning, which is too often described synonymously with social media.
I even sat through a presentation from someone on the topic of social learning, most of which was focused on consumer social services like FourSquare, Pinterest, and the usual suspects including Twitter and Facebook........
High potential programs sound so good, but are so hard to do well. Once people get busy, these programs get dumped into the abyss of "nice-to-have" programs. Selection is difficult and those meetings with stakeholders to determine the selection criteria are mind-numbing and frustrating experiences that make you want to go back to your desk and talk to screaming customers.
Certainly there must be a better way. And why are we trying to select high potentials. If someone has high potential, are they going to volunteer and self-select? Think about it, do people with high potential really need to be told, "Hey, you have high potential......"
Hey, what can I tell you...I am perhaps one of the few training professionals who has largely ignored the field of emotional intelligence as a means for developing people in organizations. I did read Goleman's book many years ago, before I was in training. I remember it being smart and interesting, but I remember reading it as an intellectual (define irony) exercise...and then I moved on. I just didn't see it.....
I found this blog post, The Future Employee Must Posses the Skill and Will to Learn, an important statement on the duality between employer and employee when it comes to training, skill, and career development.
The bottom line is that employees need to take more responsibility for learning the skills they need to perform their existing job and to prepare them for future jobs. Employers quite simply cannot provide everything that is necessary......
Certainly social learning is a hot topic among learning and development professionals. And we all know intuitively that people learn informally and socially, but our experience so far is that when we bring up social learning to executive management as a means to improve performance in our organization, we are met with a blank stare and/or downright skepticism.
But we know social learning, if designed properly, can improve performance in organizations, and we know that the future of learning and development interventions will include more and more social learning.
So what is the problem?