A curricular approach to learning and development (L&D) brings intentionality, clarity, alignment, and integration. It can save money and increase engagement over traditional L&D. In my work with L&D, from small non-profit organizations to massive global corporations, two main hidden challenges to traditional L&D emerged: The Buffet Table Challenge and The Training Room Challenge.
The Buffet Table Challenge
If you’ve ever been to an all-you-can-eat buffet, you know there are many options. Some are nutritious, some are not, and some are terrible. If you are anything like me, you know you don’t make decisions in this environment. The Buffet Table challenge is when there are tons of stuff put out by L&D that isn’t intentional, clear, or aligned. This trap often leaves L&D professionals exhausted and overwhelmed and employees confused, all over the place, and with initiative fatigue.
- The focus of the learning is not clear and aligned. Things are all over the place.
- Many topics were developed by different people based on their interests and passions – many of them no longer work here.
- Some topics were determined by a reaction to a problem situated in a particular moment or a particular person, often related to human resources (HR) and compliance.
- There are too many good things (topics, models, frameworks, and concepts) are not organized, interconnected, and aligned.
- This has created an all-you-can-eat buffet rather than a well-designed meal.
The Training Room Challenge
The training room is where L&D sessions are held. Traditionally, this was an actual room or set of rooms – now, there are virtual versions (platforms, hosts, times, backgrounds, etc.). The challenge emerges when L&D efforts are separate from the employees’ purpose and work. Not only is productivity lost, but people also come to resent the training room.
- Learning is not integrated into their purpose or their work.
- People are pulled out of their work and purpose into the training room.
- In the training room, they wrestle with hypotheticals while their real-world challenges go untended.
- This pulls people out of their work, productivity, and flow.
- Not only does this hurt productivity and leave learning unrealized, but people come to resent and dread the training room.
Curricular Approach to L&D
A curricular approach to L&D addresses these hidden challenges through a structure that creates intentionality, clarity, alignment, and integration. There is this magical real estate where L&D initiatives are fewer, easier, and more effective. People see the connection between L&D initiatives, the organization’s purpose, and their job functions.
Want to learn how a curricular approach could transform your organization? I’d be happy to share a recording of the webinar I hosted, The Curricular Approach for Learning & Development. Let’s connect to talk about how a curricular approach to your learning and leadership development can grow with intentionality, clarity, alignment, and integration.
