One of the most common challenges organizations face around traditional learning and development is that is feels like there simply isn’t enough time in the day for our learners to consume all the information they need in order to change their performance. Between learning policies and procedures, communication skills, leadership, and a plethora of compliance trainings, our learners can easily become overwhelmed by the sheer number of topics they need to learn.
So how can we alleviate time for the learner and also save time for us as L&D professionals? I answer this questions in the video below, which is a clip from a great conversation I had a few months back with Greg DeVore, the founder of Screensteps.
Some key takeaways from our conversation include:
- How to rethink the way we learn in modern work environments
- Why L&D professionals find it challenging to develop new capabilities
- How The Learning Cluster Design Model can alleviate these challenges by providing the knowledge needed in necessary moments
We want to hear from you – how much of your time is devoted to compliance training vs. creating learning clusters that surround learners with what they really need in order to change their preformation on the job?
