It’s early but it looks like the new L and D regime is no better than the old L and D regime.
6 replies (most recent on top)
L&D has suffered from terrible leadership who lack the strategic mindset, prioritization skills, subject matter expertise, and program management capabilities to deliver on any of its objectives. Instead, they waste hours upon hours of talented L&D employee’s time and hundreds of thousands of dollars on Month of Learning to try and pretend like we did not waste 2024 on talent and learning initiatives that have effectively gone nowhere and fail to add value. We need to fire everyone in a L&D leadership role who has gotten us to this point and bring in new leaders with the skills and mindset to turn the L&D function around.
Excellent questions, even those of us in L&D wonder what our purpose is.
Leadership has a vision of what training should look like. We in L&D are expected to make it up with minimal input from technical subject matter experts. We add in lots of bells and whistles, and make it look pretty. That is the only thing leadership cares about. The L&D leaders are the worst people I've ever been associated with at P66 or anywhere else. They are absolutely clueless, cruel, bullies, and a disservice to the the organization and its employees. The recent trim-the-fat exercise laid off employees only to be replaced by a consulting company. Now the leader in charge of this effort decides there aren't enough consultants within this consulting company. Eeek! What do we do now?!? We help the consulting company hire more people. Honestly, it's the biggest mess. And the consultants they are bringing in are just as clueless as the leaders, they have no technical experience and from what I've seen, add no value.
Just so you know, there were training SMEs in the organization (people with Master degrees in L&D) but most of them have left, been fired, been laid off or retired. They are the lucky ducks.
The way a true L&D organization should work is just as you suspect. Partner an &D professional with technical SMEs to develop first-class training based on a partnership between the two. The technical SMEs provide the content knowledge with the L&D professional providing the L&D knowledge. When this happens, it's the best solution for everyone. Don't be expecting this from the P66 L&D group.
I'm so sorry this is what the L&D group is now delivering, it's embarrassing to be associated with it and I don't know anyone that's not looking to leave.
Month of learning? What a joke. Why don’t they spend the month instead educating the company on what exactly they do. Has anyone had any kind of training from this group?
They had the Month of Learning last year too. They brought a few engineers to Houston to teach them, well something.
It was a big joke and I’m sure this year will be just as cringeworthy.
Yeah, a few new faces but too many old problems. WEP didn’t get rid of the people it needed too. Allegedly they’re hosting some Month of Learning in October? Anyone seen or heard about it yet? Trying to be relevant when none of us in other departments know what they’re doing. Such a waste.
Can anyone tell me what the L&D team’s purpose is? Is it learning and development? What are they teaching and who are they developing? I would think it is up to the businesses to determine who to develop and how to do it. What would someone from L&D understand about training anyone to do anything? Someone from L&D is going to train someone to do an SEC filing, how to purchase catalyst or plan a turn around? If I am not understanding what L&D is, then I would like to be informed.