The Beyond Performance Blog

by Alison Marshall

One of the greatest challenges I’ve faced in L&D is designing and developing learning that’s sustainable after the first cohort has completed the programme.  After the initial wave of attendees, when you have a much smaller intake and even individuals, delivery can become resource/cost prohibitive and this can result in delays while you wait for a big enough group.  This means that learners don’t get access to the development opportunities that they need, when they need it.  On top of this, today’s learner is an ‘on-demand’ consumer who wants to learn where, when and how it suits them.

It’s fair to say that, even though it’s a relatively new concept in the world of HR, human-centred design has quickly become an accepted approach to problem solving. It does what it says on the tin – human-centred design develops solutions from a people perspective.  Earlier this year we blogged about incorporating design thinking principles into the way we work.  Human-centred design is a ‘sister’ process to design thinking.

There’s been a lot of media around the 'future of work' recently and our musings have often run in parallel to those trending in the ether.  While this is a ‘larger than this blog’ topic, here’s an overview of some of the discussions we’ve been having recently.