Learning and development failing to deliver

Learning and development failing to deliver for two-thirds of UK organisations, study finds - feature in the Training Journal - Written by Seun Robert-Edomi on 18 July 2014

The top reason for this lack of L&D effectiveness was cited as a lack of support from business unit managers and leaders, reflected in the finding that less than one third (29 per cent) of L&D organisations said it got the investment it needed

Learning and development activity is failing to deliver a lasting impact for two-thirds of organisations in the UK, and is starved of the resources it needs to be effective, according to research conducted by learning and development consultancy Profitability.
Read the full article https://www.trainingjournal.com/articles/news/learning-and-development-failing-deliver-two-thirds-uk-organisations-study-finds

In response ....
by Rachael Buttery, Farncombe Conference Centre

I would dearly love to be able to demonstrate Return on Investment for the many trainers who use our venue and 400-acre estate.  It doesn’t surprise me that “action learning” is rated the most effective – at Farncombe we constantly strive to create highly memorable events that engage the participant through strong themes, physical activity and humour.

Simple examples include pop-up cinema, picnic power lunches and lots of unusual ideas – from climbing trees and human sheep herding to husky dog sledging.  We have also worked with trainers to develop a range of easy-to use L&D outdoor activities we call Eye Openers. 

For trainers, the immediate benefit of action learning is the positive post-training feedback, which makes it easier to justify their training budget spend for the following year.  Delegates take their exhilaration back to work and cascade it through the company – so it touches even those that didn’t attend.  This in terms helps to win support from business unit managers and leaders when it comes to proving the ROI of training budget spend.

There isn’t really a limit to the high-energy approach.  The Return on Investment is that (unlike e-learning) activity learning leaves people feeling rewarded, refreshed and engaged.  It’s hard to put a monetary value on that.