The Secret To Learning At The Point-of-Need

*The secret*:

‘Learning’ is rarely (if ever) required at the point-of-need. Instead, answers, support, insights or guidance are more likely to be needed.

To make a distinction, ‘learning’ (in the context of L&D at work) is often required because of the gap (days, weeks, perhaps even months) between a ‘learning event’ and a ‘situation occurring that that requires recall and application of what was learned’. ‘Learning’ (or just ‘remembering’) has to take place to be recalled. Otherwise, ‘learning’ happens by ‘doing’.

‘Influencing’ what is done (or how it is done), in order to impact results, should be our aim at the point-of-need. I think we could even be so bold as to state that ‘learning’ is inconsequential at the point-of-need. If the employee doesn’t ‘learn’ but knows where to go to find the path to getting the right things done in the most efficient way then that’s just as valuable (and more efficient for the worker – and L&D). Learning may be a by-product of influencing and enhancing the work being done but not the goal.

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