In order to make up for and mask the fact that the L&D Practitioners didn’t have a clear, realistic idea of how Learners would need to apply the L&D Context back on the job, they go for ENGAGEMENT.
That’s likely “on their management” who haven’t established the Philosophies, Principles, Processes, and Practices for Performance-Based Instruction – which includes both Performance Support & Learning Experiences.
Performance Support needs to be instructive and guide the Learner’s Performance back on the job. They need to enable Performance – or why bother?
Learning Experiences need to help the Learners learn and master the Performance Requirements as they exist back on the job. They need to enable Performance – or why bother?
Learning Experiences also need to provide authentic Practice – NOT inauthentic Activities.
Authentic Practice and Inauthentic Activities
There’s a world of difference between authentic Practice and inauthentic Activities.
Both can be engaging.
Only one leads to Performance Competence back on the job.
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