Another lunchtime webinosh with Dr. Will Thalheimer. The topic today: Myths the business side has about learning.
But first, the news.
Inaugural oath flub. Justice Roberts tried to administer the oath from memory. He should have had a job aid.
Next Brown Bag will be Friday February 6th. Stay tuned for topic.
Question of the Week -- Economy
How has the economy affected your learning unit?
- 9% Hit us Hard
- 47% Hurt a little
- 41% Not much effect
- 3% Helped us
MYTHS the Business Side Has about Learning
Client asked him to develop a course for business side. To help improve on-the-job learning. Thought it would be good to address myths (asked clients, asked question on LinkedIn, looked at books).
Everybody's got myths: business side, learners, learning professionals
Captured 140 myths and categorized them (not a scientific set of findings...)
Asked participants to submit the own myths they've come across.
Most Popular Categories of Myths (A Top Six List)
6. Manager think learning and development is a low-priority part of their role.
5. Learners know how to learn.
4. Training and instructional design require no special skills or competencies.
3. Information presentation is sufficient as a training design.
2. Training alone produces improvements in on-the-job performance.
1. Bad learning designs are thought to be good learning designs.
Other High-Importance Categories:
- On-the-Job learning is forgotten or not utilized or not supported.
- It's a training issue. ("We need a course on this" when it might really be a management issue).
- Formal training has little impact.
- Experienced workers don't need training.
- Learning development is easy and can be shortened or short-changed.
- Measurement myths
- Technology is key to learning success (we must use elearning, social media, video etc. -- nothing else is effective).
- Learning designs don't need to specifically minimize forgetting (enable remembering).
- Content doesn't need validation. (Do we really know if we're teaching the right stuff?)
- Particular behaviors are easy to learn.
- Learning is always beneficial. It is never disruptive or distracting. It never misinforms.
- Opportunity costs of learning can be ignored.
- We have to measure ROI.
- We don't have to measure learning.
Bad Learning Designs Thought to be Good Learning Designs (a partial list, I can only type so fast!)
- It's good to have new employees take ALL elearning courses right before they start work
- Employees only learn by doing
- Readings is always bad, boring
- Training can be just as effective if we make it short
- Training doesn't need pre or post work
- We should and CAN cater to learning styles
- Six-hour online course is fine
- Some learning media are inherently better than other
- More info = more learning
- People remember 10% of what they read, 20% of what they see
- Most communication is by body language
- We need more exciting visuals to grab attention
- Immediate feedback is always better
What Can We Do About It?
Given that the Business side holds some myths as self-evident, what can we as learning professionals do about it?
55% responded that these myths cause great damage to learning and development.
Business side doesn't understand what we do, don't see the value add of learning and development.
- We can be mythbusters
- Gently guide and present the right solution when presented with the wrong one
- Need to discuss learning models and theories when appropriate (educate our clients)
- Have proof and case studies of good design
- Stick to the truths we know and respond to the business side tactfully (L&D is often seen as arrogant)
- The best leaders DO understand the value
- Provide real evidence of success
- Help management solve problems, don't just do a workshop
Help people understand how learning works.
Learning Intervention --> Performance Situation --> Learning Outcomes
My notes from other Webinoshes in this series:
And don't forget:
Will Thalheimer: The Learning Show: Don't Forget Forgetting
Update: Here are Will Thalheimer's notes on the session.