Us L&D are humans. Just like any other human. So we often jump to conclusions. It’s easy and natural. Behavioral scientists might call this relying on system one, the lazy system. But our roles are becoming more and more complex. So would you blame us for trying to optimize? I’m not.
This small project is a way for me to make sense of the world around me and make sure I have a better blueprint to operate as a learning professional instead of jumping to conclusions because of my natural tendencies (as a human). None of this is finished, but rather a long-term project. It’s separate from my work at Offbeat and the only reason I’m making it public is that I know it’s useful for me to have such a commitment device.
The basis of L&D Sense-Making is for now Causal Loop Diagrams and maybe later on the Iceberg Model. In the following months I’m planning on building Causal Loop Diagrams for the following:
- Level of Learner Engagement [done]
- Level of Individual Performance [done]
- Level of Learner Autonomy [done]
- Level of Team Effectiveness [in progress]
- Level of L&D Impact [not started]
- Level of Employee Retention [not started]
- Level of Feedback Sharing [not started]
- Level of Management Effectiveness [not started]
- ... other ideas are welcomed.
The main question I’ll try to ask, research, and answer in simple diagrams is what factors are impacting the above and how. You can find the results below and you can feel free to contribute by sharing your thoughts with me.
This website is a learning project of Lavinia Mehedintu.
