can you use this text to rephrase a short narrative answering this question: What challenges or gaps do you see in the current learning experiences that hinder our workforce from achieving their potential, and how can we bridge these gaps?

Is L&D missing a critical opportunity by not focusing on the “D”?
Gregory Evans
Gregory Evans
Principal at Nous Group | Learning. Leadership. Culture.


October 17, 2024
Struggling with Definitions

Lately, I've been asking people who work in learning and development what the difference is between 'learning' and 'development.'  Many struggle to distinguish them.  AHRI defines learning as 'acquiring new knowledge, skills or behaviours,' whereas development is 'broadening and deepening knowledge in line with long-term professional goals.' This distinction is less than precise – learning could be development, and development could be learning.

Beyond Career Progression

Viewing development solely as career advancement overlooks the broader scope of adult development as described by developmental psychologists like Robert Kegan and Jennifer Garvey Berger , who draw on earlier work by Loevinger, Piaget and others. They argue that adults progress through increasingly complex ways of understanding themselves and the world. This growth involves becoming less controlled by their beliefs and assumptions and more capable of observing them objectively, enhancing self-awareness, critical thinking, and adaptability.

Connecting the Dots

These skills are essential for meeting Adam Grant's recent observation that "the hallmark of expertise is no longer how much you know. It's how well you synthesise... it's not enough to connect the facts. The future belongs to those who connect dots." I'm finding a growing demand from clients wanting to future-proof their organisations by helping their people cope with - and make the most of - increasing complexity and ambigutity.  This in turn demands the self-awareness, critical thinking and adaptive capabilities required for furthering adult development.

Beyond Quick Fixes

This type of development can't be achieved through a quick training course. It's about personal transformation and frankly, it's hard work.  It’s no accident that personal tragedy, for example, can often be a catalyst for profound growth.

Facilitating Development

So what might L&D do?  It’s a long game, but here are four powerful methods to help facilitate such development that we are using in our work with leaders:

Heat Experiences: Involve complex situations that challenge usual ways of thinking. Techniques include case-in-point, immersive simulations, and immunity to change analyses.
Colliding Perspectives: Expose individuals to new worldviews and opinions to broaden understanding and foster adaptability.
Application: Encourage experimenting as a way to apply new insights and learn through practice.
Reflection: Integrate and make sense of new ways of thinking and acting through thoughtful reflection.

Ultimately, in the words of Seth Godin, "development is not about getting the piece of paper. It's about who you become." Real development is about personal transformation, not just acquiring skills or credentials - and essential for navigating the complexities of the current and future world of work.