Learning is the acquisition of knowledge, skills and competencies (behaviors) through experience and study. We all want to learn, so why is it so difficult to stop work to make time for learning, despite our best intentions? In exploring possible solutions to this question, learning strategy emerges from the existing practices and strengths of the organization – together with a diagnosis of where it needs to improve knowledge performance.

In the design of a learning system for humanitarians, the following questions should be given careful consideration: Does each component of the system foster cross-cutting analysis and critical thinking competencies that are key to humanitarian leadership? Is the curriculum standardized across all components, with shared learning objectives and a common competency framework?

A year ago, I announced the creation of Learning Strategies International, a talent network to connect learning leaders who yearn to solve ‘wicked’ knowledge problems. In its first twelve months, LSi has engaged with 700 leaders from 280 organizations to contribute to over 100 projects. In 2015, we will be announcing new services and partnerships emerging from connections initiated, nurtured, and strengthened in 2014.

Is the CLO really the ‘fifth wheel’ in the organizational strategy wagon? Learning leaders tend to roll their eyes upward in sour-faced agreement about ending up as an after thought – after strategic alignment has been completed everywhere else in the organization, or being considered as a support service to enable and implement rather than a partner. So, what to wish for?

In 1973, Horst W.J. Rittel and Melvin M. Webber, two Berkeley professors, published an article in Policy Sciences introducing the notion of “wicked” social problems. The article, “Dilemmas in a General Theory of Planning,” named 10 properties that distinguished wicked problems from hard but ordinary problems.

“What I like,” whispered my dinner companion, “is that these publishing types have survived the fire of digital transformation, emerging out of the boiling pits of disruption, and all of that. Some were dismembered before, during, and after – acquired and merged, sold and resold. All paid a terrible price, but bear their bruises and scars proudly.

As much as I wish this blog could document my reflections as I read, research, speak, and listen… it cannot. Knowledge is a process, not a product, in this VUCA world we live in. I know that I am doing too much, too fast, to be ale to process everything. Accepting this is part and parcel of navigating the knowledge landscape. So here is an incomplete round-up with some schematic thoughts about where I’m headed.

The Institute for Technology and Social Change is a private company based in Washington, D.C. Its web site offers a course catalogue focused on technological innovation. Timo Luege is a communication specialist who has spent the last seven years working for the humanitarian and development sector, a period during which large-scale disasters intersected with the rapid rise in mobile communication.

Is there any evidence that university-based continued professional development (CPD) fails when trying to develop competencies needed by humanitarian and development professionals? Or, to reframe the question, are traditional brick-and-mortar universities best equipped to support the lifelong learning journeys of people committed to this line of work?

The industry to tackle growing humanitarian and development challenges has expanded rapidly since the mid 1990s, but not nearly as fast as the scope and scale of the problems have spiraled. Professionalization was therefore correctly identified as a major challenge of its own, with over a decade of research led by Catherine Russ and others clearing the rubble to allow the sector to make sense of what needs to be done.

Having presented three online learning approaches, here are three aspects to consider together: What is the cost of developing an online course based on each approach? What is the cost of delivering the course, per learner or per hour? What is the learning efficacy (outcome) that can be expected?