Bill Brantley responded to my post on work literacy:
In fact, as the rise of social network-based learning has demonstrated, employees no longer need the company to develop their knowledge, skills, and abilities.
This is the conundrum for those of us who would like to help organisations [and get paid] in enabling their employees to become work literate. It may be that knowledge workers need to become more autonomous to be effective and that this would be good for the organisation in the long run. However, one result will be that workers will need less supervision and direction. A do-it-ourselves approach to learning and development also means that there is less of a need for training, HR and several other organisational functions. I doubt that any training department will fund its own demise.
So how do you get employers to spend money unlocking their employees from the indentured servitude model of salaried employment? This is the client/customer challenge. The workers may be the customers who need the skills, but the employers are the paying clients. Why would employers help employees become more independent and maybe even leave the organisation?
I’ve suggested that work literacy may be best left to professional associations or communities of practice. Higher education may take up the challenge, but I won’t hold my breath. I’m quite certain that pitching real worker empowerment to hierarchical organisations is going to be a hard sell.