The Undertow in Learning and Performance
There are some basics that might seem so simple that they have not really been codified into any model or theory and below I will review a couple of them:
Perception of role- Sit down with the client or end user of Training and informally ask them what they believe is the role of training. The answer will tell you a great deal.
Perception of performance- Ask for examples of when training has played a role in the achievement or non achievement of some goals. Again, note the answer.
Expectation Gap- Carefully assesses the difference between what trainings role and contribution is and what it could be.
Remember, you are not discarding all your tools for analysis, design, development, implementation or evaluation. You are not discarding Kirkpatricks levels of measurement or the application of system thinking to the evolution of the learning organization. All I am asking is that you spend a few minutes asking several key executives some basic questions.
What they think training should do and what they think training has done. Even if they have never given it much thought, the answers will tell a lot about the work you have ahead of you. Expectations are a powerful shaper of behavior and unless you know the direction of this strong undertow you will not have a
handle on the currents tugging at the strategic design and direction of Learning in your organization.