Last week I introduced the concept of the two primary learning patterns corporate L&D exhibits while operating: Information Dissemination and Skills Development. Organizations that spend the majority of their resources in the Information Dissemination pattern under very short time frames are likely working in the Performance Support learning model.
In the Primary Patterns and Models blog post outlined the most prevalent corporate learning models, including the challenges and benefits businesses face implementing them. Organizations can always pick and choose components of different models that work for them, and individual divisions and business units may pursue different learning goals. But the most successful learning organizations align around a primary model.
I have previously described the revolution taking place which is moving the workforce away from monolithic LMS fortresses to a more decentralized learning environment. Just as employees are finding many different paths to educate themselves, businesses too are aiming for different goals and approaching Learning & Development (L&D) with distinct values. Even within organizations, separate business units might employ different training models.