A couple of L&D pros have recently touched on some of the concepts I’ve tried to articulate in my ‘Reducer’ mindset. Links and recommendations for listening/reading below:
- Krystyna Gadd on How Not to Waste Your Money on Training (Training Journal Podcast)
- An interview on the TJ Podcast talking about Krystyna’s new book (which sounds like a more articulate version of some of my blog posts and ideas!)
- BRUTALLY EFFICIENT: EXPLORING THE LEARNER SOCIAL CONTRACT WITH LORI NILES-HOFMANN (Totara Learning)
- Full disclosure, I used to work with Lori so I’m always keen to read her latest thinking and the brutal efficiency focus does not disappoint. The piece is a really strong argument with parallels to the ‘reducer’ concept and some of the ideas in the podcast above.
- I’d strongly recommend anyone who can go to the event to hear more from Lori does so.
Where I’d disagree a little with how Totara (on the second link) have analysed the issues would be that they continue to use ‘learner’ and consider things through an employer/employee contract position. I think we must try and shift this more to a realistic position where learning is owned by everyone, just facilitated by L&D teams – with organisations recognising learning needs as human (not learner/employee) needs. Yes, L&D teams should be upskilling their people, as in the Totara article. However, I would say L&D teams should be making opportunities available to all their audience(s) and then those individuals have a responsibility themselves to take those opportunities. We need to end the ‘arm twist to get you to do this’ culture of mandatory training whilst also encouraging people to contribute via social learning, coaching or other initiatives – even if they have no interest in career progression.