Stephen J. Gill says we should “Stop Relying on Training for Employee Learning.” Here’s his basic reasoning.
“Formal, event-based training (courses, workshops, seminars, MOOCs) has a place in corporate learning but only a small place and only for employee learning that can’t be achieved in other, more timely, less costly, and more effective ways. This is because formal training (referred to as ‘push’ learning), regardless of how well it is delivered to employees, is limited in its impact:”
Makes sense to me. So what should we do instead? Gill again:
“We need to create an organizational culture in which learning is on-going and happens in the course of work, where workers ‘pull’ the learning they need when they need it.”
Now for the big question: “What does that mean for leadership development?” It turns out that some things don’t need to change.
Leadership development needs a framework
You can’t leave it all up to “pull.” A developing leader needs some idea of what he or she needs to learn and how he or she needs to develop. A good leadership development plan should do the trick.
Developing leaders need to take initiative
The leaders who develop most rapidly and effectively are the ones who take responsibility for their own development. Self-directed learning is an important part of their process.
Developing leaders need guidance
The learning is better if it includes feedback and evaluation. Coaches and mentors are part of effective leadership development. Today, if you have a phone in your pocket, those advisors are reachable when you need a quick answer.
Leadership development sometimes calls for quick answers
When you count on learning in the workflow, you create situations where the developing leader needs some help and guidance. Checklists and decision aids (like the pocket reminder cards I used to give to class participants) can remind the leader of important items.
Getting advice from peers is a time-tested method of dealing with workplace challenges. Text messages and social media can make it easier to get opinions from more people.
