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What is the Scope of our Responsibility as Learning Professionals?

• Do educational institutions and corporate learning & development departments have responsibility for supporting Long Tail Learning? Do they have responsibility for learning beyond what can be delivered through instruction? If so, what is their responsibility? Where is the edge of responsibility?

My answer: Yes.  As learning professionals, we are responsible for providing instruction that better improves the overall performance of an organization, group, role, person, ect.  Because of this, we should provide adequate performance analysis to help determine the appropriate intervention based on needs.  The solution may not be learning!  If this is the case we should educate why it isn’t and recommend next steps.  Our “edge” of responsibility is only limited by our knowledge.

• Similarly, does the instructor have a responsibility to help students make sense of or deal with content he or she did not teach the students? In other words, if a student finds information on the Internet or some other place, how much time and attention should the instructor allow for the discussion of such content? Should it be discussed at all if it is non-conventional or generally thought of as not credible or contradicts the instructor? Who determines credible research? Is all non-referred research questionable?

My answer: Yes.  The keyword here is “help”.  An instructor can aid a student in further provoking or assisting in additional research to answer a question - sort of a pointing in the right direction.  Instruction should have built in time periods to allow participants to ask “off track” questions whether it be formally in class or later in the day at dinner.  Does it matter if it’s credible research?  I think it is good to do ANY type of research and define your own conclusions based on it. 

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This week is the first birthday of Blamire Performance!  We are proud to report that in the last twelve months we have worked with various clients including Fortune 500s Johnson & Johnson and AT&T.Now that Blamire Performance is an established company we are looking forward to delivering new products and services near the end of 2008.  Watch our website for more information!

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From ASTD InfoLine

E-Learning Hits Its Stride
Workforce Management (02/08) ; Kranz, Garry
E-learning has grown into an inextricable part of corporate culture. About 33 percent of training hours are delivered via technology, according to recent reports. Experts foresee an increase in the amount of technology used in training programs because instructor-led class costs are rising. Additionally, companies are seeking the best way to train workers with the least amount of disruption to productivity or operations, which is why e-learning fills the gap. Two separate surveys carried out by the American Society for Training & Development (ASTD) and private firm Bersin & Associates show companies are not only relying more on e-learning, but are spending more for employee training. The increase in spending is partially related to overhead and software development costs, according to e-learning experts. ASTD’s 2007 survey of 221 major organizations shows a 1.76 percent increase in the amount spent on training per employee, now $1,040; but the payoff for employers is greater flexibility and accessibility. “It’s a shift away from the traditional classroom model to a more fluid model of training delivery,” says ASTD Research Analyst Andrew Paradise. For a majority of companies, the focus of training is on building key leadership, according to data from Bersin. Conversely, retention ranked last among priorities, and only 16 percent of companies surveyed by the private firm direct training initiatives toward building a long-term workforce.

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When selecting a courseware tool, the designer should consider the amount of preparation necessary, to use a specific tool.

A) True

B) False

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