Is Your Manager Your Biggest Obstacle to Learning?

Potentially yes!

A manager's own preconceptions about the power of nature over nurture appears to dictate how much training their people get.

Some research by Peter Heslin and Don VandeWalle shows that managers with preconceived ideas about people's attributes tend to be less likely to ensure they receive the training they need. Whilst another study found that managers who think people's attributes are fixed gave their staff less coaching.

Whilst this may not come as a big surprise to most L&D Business partners, perhaps the positive side of the research will be. The evidence also indicates that managers with these entrenched views can be persuaded of the error of their ways, through evidence and by encouraging reflection about why developing capability is important.

Helsin and VandeWalle suggest that in order to enhance workforce productivity, cues to help managers to believe that people can change could be built into performance evaluation systems.

"These cues might include written, verbal and video-based reminders to managers...that all employee skills tend to be developed over time with practice and helpful feedback."

So what could this mean for corporates. Overall it's great news. To some extent this research suggests that a culture of learning in an organisation can be grown if it is fed proactively.

But it could also has some consequences on how we view type and trait based diagnostic tools.

If they aren't handled properly they could well lock down managers' expectations - "She's an INTJ", "he's Low Detail Conscious, "their profile shows an inability to handle rapid change". If those labels re-inforce a percieved "limit" to your performance through a type or trait, then that may reduce your opportunity to develop the skills that would enable you to develop and change.


Spotted at: http://bps-research-digest.blogspot.com/search?updated-max=2008-08-13T07%3A49%3A00Z

Heslin, P.A., VandeWalle, D. (2008). Managers' Implicit Assumptions About Personnel. Current Directions in Psychological Science, 17(3), 219-223. DOI: 10.1111/j.1467-8721.2008.00578.x

SCORM 2004 or Let's See?

With the 4th version of SCORM 2004 due out later in the year just under 5 years after it was orginally released there seems to be less than a stanpede to adopt it as the defacto tracking mechanism.

Many large corporates still use AICC and SCORM 1.2 as their default?

With the benefits of navigation and sequencing through better support for branching, pre-test based learning paths, problem solving, optional learning paths, for example... is courseware and the complexity of tracking not important? Or are most courses still using very simple design models?

If you've moved on to 2004 as a relatively early adopter - what happened? And how is it making a difference? Or if you're laggardly following the majority... what's holding you back?

Or, are you waiting to see what LETSI start to deliver as they plan SCORM 2.0?

It's time to share your thinking....

Afterall - It's SCORM 2004 or lets see (if you can forgive the pun).


PS

Remember you only have until 15th August 2008 to make your LETSI whitepaper submission.

http://www.letsi.org/letsi/display/nextscorm/Home