Diffusion: L&D Innovations

What makes a change slow or fast in some organizations?

By change, I’m referring to adopting a new strategy, working model, software, and best practices in learning and development. My focus here is on the role of L&D in these changes.

Recently, I read Everett Rogers’ book, Diffusion of Innovations, and it occurred to me that diffusion of innovations requires some principles that apply not only to marketers, but also to learning and development professionals. After all, learning professionals have to, at some point in their career, convince their stakeholders of doing things differently to achieve better results.

The rule of thumb, repeatedly stressed in the book , is learning about the culture and customs of a place before promoting a new idea there. No matter what something seems a brilliant idea to us, it might seem completely pointless to others somewhere else. That’s what L&D professionals who play the role of change agents in companies should consider as well.

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The Long-Awaited Change in Learning

collage.change post

I recently finished a book, called Simpleology, by Mark Joyner and some parts of it resonated with me as an L&D professional. Joyner shares a few simple and straightforward rules of success and happiness that have helped the greatest minds to achieve their goals.

I’m not writing a book review in my post; it’s merely sharing two of the rules that made me think about what we are doing and trying to achieve as IDs, & L&Ds.

To get things we want, we do strange things, sometimes they work, sometimes they don’t. That’s ok! If nobody tried anything new, we’d be stuck with the same old things and that would make life boring.

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