Unlike Huxley’s (1932, 1946) pre-programmed utopia totalitarian state that is void of humanness, creativity and personal history, training in the 21st century is moving towards a braver newer world which is quite the opposite. Effectively designed matrix organizations communicate across stratified levels, promote uniqueness over ubiquity, revolution over stagnation, sustenance over conformation and humanness over stoicism. In fact, it requires us to bravely and authentically connect across new global frontiers.
Noe (2013) and Stolovitch (2013) advocate thinking about training from a strategic perspective:
1. Nurture a safe learning dynamic and environment across all levels which instills trust.
2. Align the learning strategy to the organizational goals through learning initiatives and development activities.
3. Build on the rich human capital through responsive training, accountability, tacit knowledge and supportive integrated environments.
Training in the new global world asks us to move beyond the status quo, to risk making mistakes and to venture into unchartered territories for the possibility of greater knowledge, the greater good, the greater reward and the greater potential to reach new levels of communication, achievement and effectiveness. It is a learning culture that sets the successful 21st century organizations like Apple and Google apart to sustain them for future growth, and it is within this process of learning and knowledge management that will lead to new and unexpected levels of achievement (Noe, 2013).
Huxley, A (1932, 1946). A brave new world. Harper Collins Publishers, Inc. New York. ISBN: 0-89966-423-7
Laureate Education, Inc. (Executive Producer). (2013e). The truth about training. Baltimore, MD: Author.
Noe, R. A. (2013). Employee training and development (6th ed.). New York, NY: McGraw Hill.