Elearning! Magazine: Building Smarter Companies via Learning & Workplace Technologies.
Issue link: http://elmezine.epubxp.com/i/134584
COLLECT ALL THREE AND WIN! BY JEFF GRAY AND BEN ORTLIP Things Every Worker Needs in Order to Learn and Develop One of the most common causes of L&D; strategy failure has less to do with LMS selection, content quality, learning paths or goal clarity and more to do with the environment in which it is executed. Plants need food, water and sunshine to grow. Employees need certain things to grow, too. Maslow was right about one thing. People don't give a rip about things like self-actualization if they feel like they are barely surviving. Also, if workers aren't getting what they need professionally, they will not be positioned for effective learning either. Companies often call us to discuss something tactical like knowledge management or gamification. However, once we start poking around under the surface, we sometimes discover there are deeper issues to solve first. Tactical solutions have never been very effective at addressing strategic problems. And somehow it seems like in L&D; it's especially tempting to use doodads to solve deep-seated dilemmas. Before an organization can learn and develop, the people inside it must be engaged. If you want learning to be efective, then you must understand what engages people to want to learn in the frst place. Engagement — the drive and desire to learn — is linked to three unique elements. Te organization must be able to assess how much of each of these elements their people are getting. Te really smart groups also fnd ways to store up massive amounts of these three elements in their engagement fuel tank. Here are the three drivers behind why a person fnds work engaging. In the spirit of efective learning, they all start with C. Elearning! June / July 2013 37