Most organisations are 'Learning-washing'

"The problem with poking fun at people stressing that it's all about systems is that there are those out there who will take this as permission to keep the focus precisely where they want it, which is on the performance of individuals and that is wrong, wrong, wrong."

Charles Lambdin

'Green-washing' (noun): 

'When a company's marketing messaging doesn't line up with its actions. Typically the company will claim to be environmentally friendly but it's real-life activity is ineffective or insignificant compared to the negative impact the business has on the environment.'

'Change-washing' (noun): 

'The process of introducing reforms that purport to bring about change but fail to result in any substantive shifts in systems, service or culture.' (Thea Snow and Abe Greenspoon).

Most organisations are 'Learning-washing'. We know that providing access to 'Learning content' and measuring rates of access and consumption, cannot impact the organisational system which determines the performance of individuals. And yet, this approach remains at the core of L&D goals, strategies and tactics.

Beyond this reductive and transactional focus, L&D leaders could choose to re-prioritise towards enabling the conditions from which people's improved performance can emerge:

Re-setting expectations towards the idea that 'learning culture' is independent of formal learning activities 

Facilitating focus on systemic problem solving, critical thinking and feedback as 'design principles'

Role modelling and accelerating openness to ideas from 'the outside'

Exposing and dismantling the systemic barriers that limit autonomy as low as possible in the organisation hierarchy

Deliberating championing a more supportive leadership model that respects individuals, supports their development and encourages them to speak freely and honestly.