?? ???????? ???????? ???? ???????????????? ???????????? ???? ???????????????????? ???? ??&?? ?????????????? ???? ????????.

As we move into 2022, organizations have a huge challenge to improve performance. They can only close performance gaps through targeted learning. Learning and development play a huge part in closing the performance gap, however only when it’s done right, not spry and pray type of learning.

The following offers five great ideas on how to have learning that will help close the performance gap.

??.?????????????? ???????????????? ???? ?????? ????????????????. Training is not always the answer. Any performance problem that can not be solved by more knowledge or more skills is not a training problem. Carry out performance consulting to uncover the root cause of the performance problems before prescribing a dose of training.

??.???????????? ????????????????: The needs analysis provides us with the skills gap we need to close. There are 4 key needs areas that need addressing- Business outcome needs, Performance needs, Performer needs. Ensure as you do your needs analysis, these three areas are covered.

??.?????????????????? ???????? ???? ???????????????????????? ????????????????: Let your learning programs in 2022 be tied to competencies the learner needs to develop as per their personal individual learning path. If learning is not addressing specific competency development required to perform well now on the job, it’s not a need, just something the learner wants.

??.?????????????????? ????????????: If the learning program is internal, get involved with the designing and development of the learning program. The training firm being external may not fully grasp your needs if you haven’t articulated them well in the brief. This means moving forward, stop giving training titles for the programs, instead of giving the firms the learning outcomes you need for the learning programs.

??.???????? ???????????????? in the creation of the learning programs to ensure they solve your performance problem, Guess what, if you don’t, the training firm will come, train, get paid and leave, and leave you with the problem. So make the best use of the hiring and make them prove to you their solution will address your core problem.

Engage Training firms with skills on designing and developing learning for adult learners, skills on designing learning for skills transfer, and those that use a proven framework for designing and developing learning. Avoid the tell and show training, the information sharing as opposed to true training. Telling is not training, always remember that.

The article is written by Martin Wanjohi, CLO iPerformance Africa. Martin can be reached on +254 722163053 or Email: [email protected]

Martin Wanjohi