I’m Glad Millennials Scare Learning and Development – Part 2

Part 1 discussed how the rush to understand millennials isn’t really about millennials. It’s a crisis of outdated Learning and Development (L&D) practices. This time I want to take a look at five of those practices and why they don’t work.

Practice 1: Treating Learning as a One-Time Event

It isn’t reasonable to expect anyone to remember something from a course they took six months ago and haven’t heard a word about since then.

This is especially true if they had information thrown at them all at once in a single, content-dense sitting. Information overload is not a good thing.

Practice 2: Confusing “Professional” and “Dull”

There’s no requirement that says “professional” training has to be “dull.”

They’re two separate things. Gamification advocate Karl Kapp summed it up nicely, “We have stripped learning modules of humanity and replaced it with policy, terminology and models…It would be a breath of fresh air if our learning modules borrowed from games and put the critical element of emotion back into learning.”

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