How do we learn? Who’s responsible?
Today I’m working on the learning theme for the 2016 report. I’d like to share some data with you and see what you think.
The survey question asked respondents to indicate their agreement or disagreement (5-point scale) on these statements:
- Our approach to training/learning is primarily experiential and is based on simulations, games and case studies, coaching and mentoring.
- Our approach to training/learning is primarily delivered by experts/trainers explaining and giving talks either online or in a classroom.
- When it comes to personal development, our organization’s philosophy is that people are primarily responsible for acquiring new skills and knowledge.
- When it comes to personal development, our organization’s philosophy is that HR and managementare primarily responsible for ensuring that people acquire new skills and knowledge.
The chart shows data from the full survey. When looking at the organizations that have reached the Maturing stage (as defined by over 550 points on the Foundational Framework 900-point scale) we see differences.
The Maturing segment reports more experiential approaches than average, and nearly all of them say responsibility is in the hands of the people.
Here are the strongly agree or agree numbers:
- Experiential approaches – Average 28%, Maturing 43%
- Traditional or online classroom – Average 67%, Maturing 59%
- People responsible – Average 69%, Maturing 85%
- HR and management responsible – Average 26%, Maturing 12%