As a follow up to my post of last December titled “The Biggest Myths in Learning and Development,” I asked the following question within various LinkedIn discussion groups:
What other learning and development beliefs do we hold to be true but probably aren’t?
Here are some of the replies:
Universities are embracing e-learning to extend their audiences to people who cannnot afford to attend their institutions. — Jean-Marc R.
L&D facilitators need to be subject matter experts on what they deliver. It’s their job. — Ray O.
We must evaluate all learning activities and show ROI. — Ray O.
By sending people off to training, we will get them back in a more productive condition. — Anders B.
Train for knowledge, coach for performance. — Hannah T.
Most organizations that have embraced online learning have no idea what, if anything, their workforce is learning. — James M.
Organizations understand the learning & development needs of their people and organization! — Barry H.
Management training is directly linked to attitude and behavioural change and tangible results. — Graham W.
Training improves on-the-job performance. — Leon N.
Well-trained staff are essential for superior workplace performance. — Leon N.
Effective training is the result of good training courses. — Leon N.
Fascinating submissions, everyone. Thank you.