It’s Friday night. I’ve met my partner at her work. We walk across the road to the car park.
I’m handed the keys. I open the door for her. I get in the driver’s seat. I start the car.
To my left are two exit signs. I choose the one closest to me. I start to drive out the exit.
At the end of an exit is a parking attendant. He summons all his authority in his right hand and deposits it on me with a stop signal. I stop.
He says, “Don’t you know you’re using the wrong exit?” I think to argue, turn the car around and reenter the car park.
I choose the exit sign furthest from me. And leave the car park.
My partner just shakes her head at me and says, “We don’t do things like that around here.”
We laughed but it was serious.
What has this to do with learning and development you ask?
It illustrates a potential problem with learning and development in organisations.
What if you educate yourself and find a better way of getting out of the car park?
While learning and development in organisations still remains under the control of the organisation, course content and context can be tailored to satisfy organisational objectives. An example of this is the induction course which sets out the required expectations of employees. Another example is the information technology courses required to enable the introduction of new software. The philosophy behind these courses is pedagogical, imparting the knowledge, skills and attributes to enable learners to carry out certain functions or roles.
Even the introduction of more innovative training methods can create resistance. An example was that of an organisation who was introducing training using more facilitative methods. The intention of the training was to change attitudes of people who worked very closely with others who were dependent upon them. That training used role plays. Once the participants knew that, they resisted the training. However, as the organisation ultimately controls the training and it would be linked to their roles, the resistance would have been overcome.
But it is the advent of more online courses, that loosens the control the organisation has learning and development. By enabling learners themselves to control their own learning, that is, to be self-directed adult learners can create potential organisational problems.
The first is that they will enrol themselves in courses not related to their roles or outside their prescribed training plan. While an employee may learn a new skill, for example, customer service that he or she can apply in their job, there remains the potential for learning to be directly applied in the workplace. There is of course the potential that the employee may learn a new skill outside of his or her job and utilise that elsewhere, whether still within the organisation or perhaps outside it, in a new role perhaps.
The second is that the collaborative learning may enable self-directed adult learners to solve existing organisational problems. Again if the problem is minor, most organisations will embrace it depended upon its culture. But if collaborative adult learning finds a better way out of the car park and meets the attendant, what then?