The Covid-19 crisis meant that classroom training was suddenly not an option, and we needed to quickly find an alternative. Tetra Pak had, as with many organizations, been moving more and more training online, but was still heavily reliant on classroom training. I started and led the initiative to create an initial guide to get courses online quickly.

This was the catalyst that led me to putting together some connective pieces from recent years:

1. The stopping of sheep-dip training where at the end of project the training would be rolled out in one go to all that were affected, regardless of when, or even in some cases if, they would be using the new method or tool. This is an ineffective way.
2. The ‘sage-on-the-stage’ approach to training, where people would be bombarded with PowerPoint. There is no thought to what people will actually need to do and the best way for them to learn. For example I have seen software systems “taught” by showing screenshots of how to use it.
3. Training, be it in the classroom or an elearning, as the answer, with no thought to what the actual performance issue is, or what people actually need to learn, and what information they need to have available at the time.

Looking back I can see that we worked together in a very dialogical way – with conversations eliciting and creating knowledge.

It allowed me to join the push of the concept of learning journeys, or providing content when people need it (Gottfredson and Mosher, 2012).

This also shows how I have developed in my feeling of confidence and belonging in learning and development, that I took on a role and led a piece of work that I identified as important.

Rapid switch to online guide

References

Gottfredson, C. and Mosher, B. (2012) Are You Meeting All Five Moments of Learning Need? Available at: https://learningsolutionsmag.com/articles/949/are-you-meeting-all-five-moments-of-learning-need (Accessed: Dec 14, 2020).