Of the five main points, I’m focusing on the fourth one (ownership/time), because my work is with people in companies and other organizations. There’s a parallel with formal education in what I’ll call “organizational learning.”

I absolutely agree that learning is what the individual does–but if the company exists to achieve some goal (respond to disasters, sell cars, develop software), then it’s reasonable for the company to want people on the job to focus learning toward skills that will expand their individual ability, and thus the organization’s ability, to achieve those goals.

So in the workplace, the challenge is how to replace formal training (with its relentless emphasis on the traditional course model) with systems, support, encouragement for other planned initiatives that foster the learning that’s desired.

(If you as an individual worker have no connection with the goals of the organization that’s paying you, that’s an entirely different problem.)

I have no good ideas about the answers, but these are worthwhile questions.