Why we don’t stop at ‘delivery’ in L&D

🎯 L&D delivery isn't the goal.

It's the thing that (we hope) will help the goal to be achieved.

Let me explain.....

When we see the delivery of an L&D product, service, intervention etc as the end goal, we're missing the most important bit - the impact that we hope delivering that thing will have. That's the goal.

🛫 An analogy I've been using - when you get on a plane, it's unlikely that your goal is to go for a ride on a plane. Your goal is to get somewhere.

Or, to take that even further, the goal is to get somewhere so you can do something (visit family or friends to build great relationships, experience the culture to broaden your understanding of the world, get a perfect smile so you feel confident 😬 etc).

We don't typically take a work related training programme just for the joy of doing the training, we do the training so that we're capable, skilled and confident in doing something.

Of course there's exceptions (isn't there always?). But when we look at learning in the workplace, the learning isn't the end result. The why we're doing it is.

So our L&D responsibility is to:
🔵 Understand the real goal
🔵 Know how you'll know if you've achieved it (or at least got closer to it)
🔵 Explore what's needed to be able to achieve the goal
🔵 Ask 'what action can I take that I think will help achieve the goal?'
🔵 Do it
🔵 See if you're any closer
🔵 Go again

And you can't do this without partnering with the business and the people.

#learning #management #innovation