What is perceived as ‘new’ is the shape – the naming, the framing, the emerging infrastructure around them. What is not new is the spirit – the longstanding practice of short, targeted, work-based learning tightly connected to capability and performance. Employers have always participated in lifelong learning, but they have never called it ‘micro-credentials’. This is the first encounter with the shape-shifting metaphor: a thing that changes its visible form while retaining its underlying function. Employers are not confused because micro-credentials are too new – they are confused because they are not new enough to require a new category, and yet they are framed as something novel. The puzzle sits in the gap between naming and recognition.
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