“Good Enough” in Learning and Development — 4 Comments

  1. Here’s another use of the Pareto Principle in training — We expend more than 80% of our efforts on less than 20% of the people.

    My experience is that about 5% will NOT apply the skill or knowledge available regardless of how amazingly effective the training is.

    There are some people who just need a lot of hand-holding, threats, or severe consequences in order to change their unsafe, illegal, or ineffectual habits. If management isn’t willing to use a stick, as well as a carrot to change behavior, then it is silly to hold the instructional design or trainer responsible for 100% of the bad behavior out there.

  2. Hi Tom, great post.

    Agree that we need more experimentation- but in an agile way. Too many times I have seen lengthy ‘pilots’ constructed and then analyzing the results turn into a monster. I’d love to see individual teams try different approaches with perhaps L&D facilitating the sharing of what works well. Interestingly, I came across this research from the CEB – link to it here. Seems that many teams are just getting on with the business of learning by themselves. Though I guess these figures somewhat fit the 70-20-10 model.

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