A while back, I returned from a project where I had to perform an analysis on the learning culture/environment and then propose a training strategy for an important IT initiative.
At the Executive level, there was a strong propensity towards a solution that would primarily (if not totally) be delivered virtually or online. Considering the large number of learners that would be impacted, and the availability of the technological infrastructure to support this approach, it made a lot of sense for many familiar reasons offered by eLearning solutions:
- Anywhere, Anytime - 24/7/365
- Geography independent
- Uniform message
- Measurable
- Economies of scale
- Global reach
- Lower down time
- Rapid distribution
The only aspect of this solution I was concerned about was the allotment of time during work hours for these learners to learn. Did this organization have a mature or opened enough learning culture to allow for this need. Although there was some confirmation that they did allow for some learning time during work hours, I was still not sure how inherently systemic this process was. I decided to make mention of this potential concern in my final report.
Recently, I came across a wonderful article written by Bob Mosher, Executive Director of Education of Element K, entitled “Learning Takes Time”, which confirmed my concern. Like anything worthwhile in life, learning indeed takes time.
So Heads Up! If you are a Manager or an Executive who is trying to recoup productivity down time via an eLearning solution - of those employees who have gone off-site for training - I suggest you think again. Just because the learning environment may shift to an online platform does not mean that your people won’t need dedicated time to learn. As Mosher keenly observes:
“If we are going to bring learning to the desktop then we are going to have to add the variable of learning to the business process and that include the time to do it.”
Yours in Service,
Kimberly Hains
Director, Learning Solutions
