VERY unscientific research conducted on Seek.com.au
Periodically, I like to have a look at the number of Australian Learning and Development and Organisational Development job adverts there are on Seek.
No, this isn’t simply my ‘L&D Tragicness’ rearing its ugly head (although, in fairness, that almost certainly plays a part). It’s because, whilst it’s not exactly scientific research to do a quick, generic job-search on Seek, it does give a pretty decent insight into the health of the industry, and not just from a job market point of view.
When times are tough, training is one of the things that suffers as companies tighten their purse strings (although, don’t get me started on how crazy that is…a topic for another post for sure!). With less training being delivered comes less [perceived] need for Learning and Development staff. Continue reading
Gandhi once famously said “Be the change you wish to see in the world”.
At the risk of stating the blindingly obvious, it seems to me that this same advice is very relevant when looking to make a positive change to workplace culture (indeed, it’s a topic I’ve spoken about as a keynote).
Anyone who’s been in the Learning and Development space for more than five minutes will know that culture is basically everything…i.e. if you have a culture of positivity, engagement, support, capability, etc your organisation is likely to succeed. If you have a culture of negativity, blame, incapability, etc, your organisation is almost certainly destined to fail.
So where does Learning and Development fit into all this?
The L&D Generous Unofficial Essential Learning and Development Book List
A big thank you to everyone that read, liked, and made recommendations in response to my ‘What are your top Learning & Development ‘Must Read’ Books?’ post last week.
Here, in no particular order, is the list (so far)…
- ‘Level Up – Building the highest performance teams’ by Dr Pete Stebbins with Alistair Kerr (thank you for this recommendation Bronwyn Jones)
- ‘The FISH! Philosophy’ by John Christensen (thank you for this recommendation Danielle Peters)
- ‘Learning Conversations’ by Sheila Harri-Augstein and Laurie Thomas (thank you for this recommendation Doug Hawkins)
- ‘The leadership pipeline’ by Ram Charan & Drotter (thank you for this recommendation Jinty Ainsworth)
- ‘How we Learn’ by Benedict Carey (thank you for this recommendation Karen Dahlstrom)
- ‘GRIT’ by Angela Duckwort (thank you for this recommendation Francine Paton)
- ‘Tribal Leadership’ by Dave Logan, Halee Fischer-Wright, & John King (thank you for this recommendation Stephen Rutter)
- ‘The Future of Professions’ by Susskins (thank you for this recommendation John Westgarth)
- ‘The Five Dysfunctions of a Team’ – Lencioni (Greg Horne and for seconding that nomination Debra Kraft)
My personal Learning & Development library…and, no, I’m afraid I haven’t read them all cover-to-cover!
So, I was in my car on the way to a client meeting the other day listening to the Good Practice podcast and thinking about what I was going to post about next.
I was tossing up between three or four topics that I’d had on my mind lately, one of which was about a ‘Learning and Development essential reading list’, when the conversation on the podcast turned to that very subject…if that’s not a sign, then I don’t know what is!
Whilst there’s clearly a number of factors that contribute to the success of a capability development initiative, in my experience, one of the key things that will ensure success or failure is the managers of the program participants.
If managers don’t see/understand the value of training, if they feel that they’re losing an important team member(s) for the duration of the training who’s needed to get a job done (and they have to pick up the slack), if they don’t understand what their team member(s) will be learning, why, and how it will positively impact on them and the team, and, perhaps most importantly, if they don’t understand and positively embrace the important role they play in coaching and mentoring their team member(s) pre and post training to help them prepare, and then transfer their new learning to their day-to-day work, then I’m afraid Learning & Development will find they have a VERY hard task achieving targeted learning outcomes.
For this reason, it’s essential to have a strategy to ensure that participants’ managers are on board, engaged, and understand their role/responsibility.
A quick confession…
Ok, before I get going on this article, I must fess-up and admit that I didn’t know anything about the ATD conference until David King at the awesome knowledge-sharing platform provider ‘Tribal Habits‘ told me about it, so this article is basically thanks to him…thanks David! 🙂
The Learning & Development Mecca
Ok, pretty much every group has their own ‘Mecca’. In soccer, it’s the (currently underway) World Cup, for hippies, it’s Burning Man, for kids, it’s Disney Land…and, for Learning & Development people, it would seem to be the annual ATD conference in the USA.
A Great Learning Resource for Learning & Development Professionals
If you’re like the vast majority of Learning and Development people I know, then you’ll spend so much of your time, effort and budget implementing ways of developing your workforce’s capabilities, you’ll have almost nothing left for developing your own.
If you’re into Podcasting (and if not, why not?), then can I recommend you add ‘The Good PracticeThe Good Practice‘ podcast to your play-list? Continue reading