Context
The wider organisational context influences what is considered ‘best’
A learning programme should not be isolated, it needs to fit organisational context, culture and current ways of working.
Existing preferences and assumptions about different learning formats will influence decisions – consciously or unconsciously. These preferences can be personal, organisational, geographic, discipline-based or even societal. They shape assumptions about what is good / bad; modern / enduring; acceptable / not acceptable.
In any organisation, there will also be wider trends and current conversations going on and these can also have an impact. For example, if inclusion is a top priority then learning formats need to champion equity of access and opportunity. If globalisation is a business issue, then consistency and reach across geographies will be a need (albeit with local context and flex to ensure these resonate). If environmental impact is a significance, then not flying people all over the world when it can be avoided will be beneficial.
The prevailing ways of working are also relevant to consider. What is appropriate for a manufacturing site where everyone has to be on one site may be different to an insurance company where most people work in a hybrid way.
