Invisible L&D

By guest author, Dani Johnson,VP, L&D Research, Bersin by Deloitte, Deloitte Consulting LLP

Our jobs as L&D professionals was easier 10 years ago. Information flowed from the top of the organization to the bottom. Managers and facilitators had the most information, which they then imparted to employees like benevolent overlords. But that is no longer true. Technology and frustratingly self-sufficient learners often means that employees know more than facilitators or managers on a given subject.

Over the past six months or so, we, the L&D research team at Bersin by Deloitte, Deloitte Consulting LLP, have been floating an idea. Our hypothesis is that traditional ways of developing employees should change radically and L&D functions need to pivot if they want to remain valid. We’re calling the idea Invisible L&D. What do we mean by invisible L&D? The rough definition we have come up with so far is:

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