Overall I find the model useful, though I would replace “Learning” (at 2:15) with “Instruction”, because that’s really what training departments provide in order to promote on-job-performance.
It is also good to see on-job-learning as part of the model. The various measurement points, beyond Kirkpatrick’s four levels of evaluation, (at 9:50) are really worth noting. There are over a dozen measurements noted that are often ignored in organizations.
If you’re in the learning & development (L&D) field I would highly recommend this video and further perusal of Will’s work.
As the video concludes (from 10:39) Will shows the divided responsibilities of Learning versus Business professionals. This division of responsibility highlights a problem with our current work support structures.
Handing-off from learning to working is a vestige of the industrial mindset and reminds me of Waterfall software development models. We need to integrate learning and working, using something more akin to an Agile model, as Sahana Chattopadhyay recently described. My challenge to L&D professionals would be to integrate and support the entire model, not just the parts in pink. This is what the 21st century training department needs to do.
The Learning Landscape Model is based on solid research, as is all of Will’s work, and provides an excellent framework for L&D departments to practice their craft. While I don’t think it’s enough, it’s a good place to start the journey of developing the necessary emergent work practices for the next century.