commercial implications and the consequences of the way in which opportunities to learn are provided against the achievement of intent.
Dynamic and flexible performance improvement frameworks not compliance led training tick boxing. It is the challenge of L&D to be seen as adding value and not simply ensuring compliance. After all, it is the performance in the workplace that will ultimately comply, not the training. So, to both comply and contribute should be the intent of taking advantage of learning opportunities and thus to acquire.
Application and Transfer
Within the cycle of learning for performance, people need to be able to practice so that they are confident when applying in the real world. Robert Singer said that a skill is acquired when it can be repeatedly performed under pressure. How do we recreate the mind-set that desires the perfect performance every time in every situation and in every responsibility of a role?
In order to ensure the achievement of intent all parties need to play their role as performance expectation grows following the earlier steps in the underlying learning process.
Transfer to performance is an understandable term and the role and responsibilities of all parties in that process need to be clear.
Performance
The building up of experience; the need for individuals to move from heightened conscious competence to unconscious competence and natural new levels of performance continues to need support; this could include further ‘random testing,’ continued community sharing, and performance reviews.
The role of Reflection through the process
We are recommending a continuous improvement IMPACT journey. Reflection may only be a few seconds or it may be a formal meeting focused upon it with their line manager/coach or the provision of instant feedback from technology e.g. testing etc. It takes many forms but is essential to enable progress from one stage to the next.
Neville Pritchard (CFCIPD FLPI FCIB CMICS) is a company Chairman, performance consultant, coach and mentor. Having worked in senior corporate HR roles at Legal & General, Abbey and Barclays he established & leads HR in Flow Ltd. HR in Flow specializes in the transformation of HR contribution to their organisations.
Addressing a Key L&D Dilemma Feature