Too many times, learning and development teams measure their successes based on trivial, ego driven metrics, says J D Dillion, Principle Learning Strategist for Axonify. This is a flawed way of thinking that comes from the difficulties of establishing a clear connection between the work of the training team and real business results.
Dillion references the 70:20:10 rule of learning, which demonstrates that a lot of learning happens outside of the classroom and in the trenches of employee work. Therefore, learning and development professionals must leave their need for recognition at the door and instead focus on creating performance-driven learning content that’s adaptable and responsive.
However, Dillon also warns that learning and development specialists should also be able to manage the expectations of project shareholders by keeping the focus on workforce performance goals. Training must be directly tied into the betterment of employees and the ultimate impact this has on the organization.
The main goal of any learning and development program, no matter how brilliantly designed it may be, is not to put the training team on a pedestal, but rather to increase the potential of the learner. Dillion challenges learning and design professionals to keep their egos in check, and remain focused on this goal. By doing so, success and recognition can come naturally.
One of the biggest achievements that any learning and design pro can obtain is knowing that his or her efforts produced outstanding results for their client or organization. Much of what happens in a training department goes on behind the scenes, as there are some very creative, bright, and hardworking people who care about the education of employees.