This Tip discusses L&D obstructions, the various factors that get in the way of effective learning and development.
“Obstacles don’t have to stop you. If you run into a wall, don’t turn around and give up. Figure out how to climb it, go through it, or work around it.” Michael Jordan
There are many factors that get in the way of effective learning and development. As a result, both the organization and the employees suffer.
L&D Obstructions
Below is a list of L&D obstructions for you to consider. I’ve distinguished those who design the curriculum (Curriculum Designers) from those who conduct the training programs (Trainers), although they may, of course, be the same individuals.
The Organization
- Doesn’t see the value of training.
- Doesn’t provide the necessary training and development staff, time, or resources.
The Managers
- Want to use training to avoid handling a management issue.
- Don’t clarify the real training needs.
- Do not support employee participation in development programs.
- Don’t reinforce their employees’ newly learned behaviors and skills.
- Subject matter experts who aren’t available or responsive.
The Curriculum Designers
- Don’t conduct a needs assessment because they assume they know what learners need.
- Do nnot align the learning goals to specific business requirements.
- Don’t create specific, observable, and measurable learning objectives.
- Focus on what the trainer will do rather than what the learners will do.
- Use outdated content.
- Overload the learners with too much content and no time for reflection.
- Use only one learning activity rather than a variety of different activities.
- Determine learning effectiveness based on written test results rather than in-class skill demonstrations.
The Trainers
- Do not create and maintain a welcoming, comfortable, and equitable learning environment.
- Don’t use lesson plans, so they overlook key content or activities.
- Don’t immediately obtain the learners’ buy-in with relevant and interesting content.
- Lecture instead of helping learners build and practice skills through engaging learning activities.
- Put all their content into text on their PowerPoint slides- and then read them aloud.
- Never give breaks so the learners can refresh themselves and reflect on what they’ve learned.
- Don’t learn from participant feedback and revise their materials, as needed.
Conclusion
Effective workplace learning and development depends upon a collaborative partnership between the:
- powers that be,
- training department,
- skilled curriculum designers,
- skilled trainers,
- subject matter experts, and
- participants.
One key to overcoming many of these obstacles is to ensure that your curriculum designers and trainers have the necessary knowledge and skills. Deborah can help. Set up a brief meeting with her using this link: http://bit.ly/44yLO5l
May your learning be sweet- and safe.
Deborah
#learninganddevelopmentobstacles #learninganddevelopment
