In my learning and development career, I have been on a journey and in this series of blogs I would love to invite you to “Walk this way…” or in other words follow my view on what a good approach to learning would look like.
3 years ago I developed a game for training trainers, called The Learning Loop® and this game uses an approach to L&D which I have been using over the last 25+ years as an L&D professional.
So over the next 6 blogs I am going to be expanding on The Learning Loop® approach.
So the first step is:
“Everyone (who works in L&D) understands the whole cycle.”
I began writing this by including the text in brackets and then rethought this…. thinking “Everyone understand the whole cycle”.
So what is my thinking? My thinking has been around “why does L&D not get involved in change when it needs to be?” and “what has this to do with perceptions of L&D within the organisation?”
The perception and expectation of your stakeholders may be that L&D will deliver effective learning solutions. However L&D is often not “knitted-in” to the business, resulting in L&D professionals that don’t fully understand how the business works. Under such circumstances, L&D will find it difficult to deliver effective learning solutions. The net result may be an under-resourced L&D function because it is not perceived as being a strategic to the business. Not only that, L&D will find its resources continually under threat because it is not seen as adding value to the business. Such an L&D function will often find that it is reactive and will not have the time and space to be pro-active and it certainly will not be performing a needs analysis. This is a vicious cycle.
Some L&D professionals that I have spoken with see that L&D is about design and delivery. Using The Learning Loop® you will get a holistic view of L&D’s role within an organisation. You will be able to see that you should be spending much more time on ANALYSIS before DESIGN and the analysis phase should be involving the stakeholders and setting great objectives for your learning.
Going through the full learning cycle will also allow you to improve your stakeholders understanding of what L&D can deliver through being able to better EVALUATE what has been delivered in the DELIVERY phase. Resources would be made available for needs analysis because it would be understood why they are necessary and, crucially, analysis would be easier because people would be more forthcoming with information to improve the whole process. This would mean a different and deeper relationship between the stakeholders and L&D. A virtuous cycle.
Also, when I have spoken with L&D professionals, some do not fully grasp how close the relationship between the analysis and evaluation phases of the learning cycle should be. The benefit of adopting a closed-loop learning cycle will not only be more impactful L&D, but one in which that impact can be better understood by both L&D and the stakeholders and improve future stakeholder involvement. So if everyone understands the whole cycle…… it means:
- Stakeholders understand that you can deliver useful change
- Stakeholders understand that you add value rather than being a cost which means that get get the budgets you need
- You get better results because you always do some sort of analysis beforehand
- The people in the organisation understand their role in the learning process and become active rather than passive learners.
This is the first blog in a series of six.
“Walk this way” – the whole blog series.
©Krystyna Gadd 2016