“Thinking Aloud”- What significant benefits would L&D professionals obtain through a postgraduate qualification?
May 17, 2013 Leave a comment
An interesting discussion around qualifications for L&D professionals.
Originally posted on The Twain SHALL Meet:
This is my first official blog outside the confines of the University system and has been some weeks in gestation, for various reasons. The theme of the Blog is prompted by a series of tweets, blogs and comments, during and after CIPD HRD13, from connections in my twitter network.
A post by @mervyndinnen piqued my interest with his article questioning whether many in the L&D industry had a real ‘passion for learning‘. Mervyn’s view was that people had a poor view of attending programmes and that L&D conferences followed a well trodden path in terms of what was presented and by whom. The next post came from guest blogger for CIPD @sukhpabial who was clearly underwhelmed by what he had heard at the same event asking the question, Has L&D stalled? I responded by saying that, in my experience, the Google example is not the norm by any stretch of the imagination ergo it is innovative and different. As for in company programmes, I have reviewed over 30 in recent years and whilst the quality is often sound there is very little to distinguish between them in their use and critique of theories. If I had a pound for each of the organisation’s that use Honey and Mumford learning styles, Blanchard’s situational leadership and/or Whitmore’s GROW model, actually I would have about £40 but my point stands. I don’t have a problem with people using the models per se, I DO, however, have an issue when they are used incorrectly, definitively and without critical evaluation of said theories.