Training is Organizational Change

In Implementing E-Learning, Jay Cross and Lance Dublin suggested that implementing eLearning was an organizational change. That is, the introduction of any such program requires change management. And, it turns out, this is true for training and likely all organizational learning interventions.

In a recent article, The Great Training Robbery, Harvard professor Michael Beer and colleagues Finnstrom and Schrader document the case that much of learning interventions are wasted. In a related interview, Beer suggests that as little as 10% of training actually has any impact!  What’s going on? Let’s unpack it.

Training in Context

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