‘It’s great. But no-one will use it.’ Here’s a story familiar to anyone managing L&D: “We piloted this system. The feedback was really good. People liked the book summaries/short videos/podcasts/AI coach/portal/app - so we rolled it out but usage has been disappointing.” Every so often I get bought an ‘experience day’ as a present. My heart sinks. I know it would be an amazing experience - a fancy restaurant, a race track, a sky-dive - and also that the card will remain stuck to my fridge until the window to book it has expired. People follow the path. People in business work through their diary. If it’s not in their path they won’t be doing it. When you say to a pilot group ‘give me feedback on X thing by Y date’ you have put it in their path. The pilot goes well, the rollout badly. So: design the path, not the lemonade stand. Solutions that aren’t part of the path will go unused. #learning #development #AI #technology #training
Nick Shackleton-Jones I appreciate the image and the metaphor. To extend: how can we integrate the process of designing and developing solutions with their path from the beginning?
We’ve known this for a long time Nick Shackleton-Jones so isn’t it about time organisations, HR and L&D sorted it out? The reality is it is hard to do but I agree that this is where the focus needs to be. The good thing is that people ie workers make their own path
Would be great to see some tips or examples of how to make L&D tools fit more naturally into people’s daily routines!
“Design the path, not the lemonade stand. Solutions that aren’t part of the path will go unused”. I printed this quote. It’s now on the wall of my office. Thanks for this one Nick Shackleton-Jones
Oh, the irony! It's like building a state-of-the-art AI model and then watching it gather digital dust because no one knows how to use it. Maybe we need an AI to remind us to use our AI?
Well said, Nick. I’ve been there and I’ve also heard it many a time.
Ya kinda like taking your intimate partner on a date once-a-year then nothing for the rest of the year! Jim
That is why L&D (and every other function focusing on employees) can learn SO MUCH from marketing: Thinking in categories of customer JOURNEYS, using service blueprints to map those journeys - the focus is automatically on the experience, dramaturgy is at the center of attention. The reason why leadership, L&D, quality control and everybody else do not share this focus for employees? Companies KNOW that a customer need to engage voluntarily. And they ASSUME that for someone on the payroll, everything related to ‚engagement‘ has been taken care for with the job description and the contract they signed: „This is what we are paying you for - so go ahead and do it…“ Big error…
Spot on, Nick. It’s essential to design L&D solutions that seamlessly integrate into the employee's path, incorporating real-time, job-relevant applications with clear, measurable outcomes. The goal is to create learning experiences that meet people where they are—in their unique contexts—delivering meaningful impact and long-term value. True success is achieved when engagement isn’t driven by external pressure but arises from intrinsic purpose.
Strategic People Development Director | 10+ years experience in Learning Leadership and Talent Optimisation | Skills-Based Transformation Practitioner | Solution Design | Digital Capability Build
1moCompletely agree with this Nick. My team and I have designed a complete blueprint for an ecosystem where capability and performance were part of an employees diary (I call it The Orrery). For example, auto diarising 3 x digital coaching sessions for onboarding managers/ leaders to institute culture, skills and ongoing professional development to support progression momentum and auto diarising strategic technical qualification for capability growth. Obviously, these are headlines- there is much more detail behind it in partnership with ops and finance. The tech solutions aren’t there…yet.