In the last few weeks, Iâve described four of the primary learning models as Performance Support, Mass Distribution, Partnership, and University, most of which place at least some focus on the Information Dissemination learning pattern. This week, Iâll be covering the final learning model in the series, the Innovation Model, for those organizations that invest most heavily in the Skills Development pattern.
Over the last few weeks, Iâve been covering learning models that operate under fairly urgent time pressures. These models are Performance Support, Mass Distribution, and Partnershipmodels. This week, Iâd like to introduce the University Model, which exists on longer timeframes to accommodate both information dissemination, as well as more thorough skills development activities.
Last week I introduced the Performance Support learning model with its emphasis on Information Dissemination under urgent time constraints. Meanwhile, other organizations may similarly spend the majority of their resources on providing content, but do so on somewhat longer time frames. They are likely operating in the Mass Distribution learning model.
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.