Creating a Learning & Development Path with Least Resistance

What are L and D really? It is a growth path that involves learning and development. Often L&D folks ask, what's the ROI in this learning intervention? I can understand their pain points; in the business world, it’s all about money. The reason ROI discussions often come up is to have data before making a decision. This dilemma is because most have not seen a visible change in the employees' behavior after any intervention. Firstly the change is slow and by the time change takes effect, no one remembers or can link it to the specific L&D Program.

While one can use surveys (pre/post) as a mechanism to evaluate the effectiveness, if managers or peers don't see any visible changes, then it is always questionable.

• Is there a solution to this problem?

Yes, if one can accelerate the change and clearly define the expectation of learning and translate into visible action and move the needle.

• Next question would be what and how to do?

1. Addressing Pain Points

Accurate Diagnosis is fundamental and key to success, this is where many organizations struggle. If the problems are misdiagnosed, there will not be any right intervention in place. There is massive noise in the organization; one needs to cut through all the noises and get to the bottom of the issue. Once identified, the right interventions for pain points can be designed and deployed.

2. Measurable Goals

Start with some measurable Goals, Define your learning objectives clearly. (Learning objectives helps you to stay focused and avoid scope creep.) Specify what the employee will be able to do, know, believe, or understand after the training. Come up with statements for clarity and specific goals to measure the intervention.

• Example Statements:

1. Should know how and what to prioritize tasks every day.
2. Collaborate with team members in a way which resolves the issues and speed up the project execution.

• Specific Goals

1. Learn any one time management tool, and apply daily, remove backlogs, increase productivity by 30%.
2. Reduce time taken for both resolving issues and project execution by 50%

3. Measuring the Learning Outcomes

Often change takes a long time to reflect; however, there should be something to be actioned immediately. There are four levels of learning evaluation (Kirkpatrick Model). Level 1 measures how participants react to the intervention (e.g., satisfaction?). Level 2 analyzes if they genuinely understood the intervention (e.g., increase in skills, knowledge, or experience?). Level 3 looks at if they are using what they learned at training (e.g., change in behaviors?). Level 4 determines if the intervention had a positive impact on the business/organization.

4. Linkage to Org Vision:

Every learning should be linked to the Department, Org, or company vision. Every intervention needs to tie back else, it will always pose a question of "why" among the participants, even if it is solving the pain points. If the learning intervention is tied back to the goal/vision of department, org, or company, then the comprehension, driving change will come at ease.

5. Day Job vs. Self-Development:

Not everyone posses a GRIT to sail through the challenges of the day job and investing time and effort for self-development. One of the most common problems L&D professionals have is the participants balancing between the daily operations and to learn/apply the newly acquired skill. To solve this challenge, L&D needs a certain level of upfront commitment from the learner and also from learners manager to invest time in learning and to apply the new skill.

Once the commitment is sought, then the next step is to make the entire learning journey simple. Divide the learning into bite-sized learnings, mix the interventions with self-paced learning, keep the process efficient and straightforward with absolute minimum to zero administrative works.

6. Being Boring and Monotonous Kills learnings

Having four different types of learners (Visual, Audio, Reading/Writing, Kinesthetic). Interventions should never be designed having one way of delivering. The design of interventions should focus on all type of learners; then, it will appeal to all the participants. An excellent, effective Intervention should contain the right mix of Video, Audio, reading, simulations, case studies, debates, and discussion.

7. How to ensure the application of newly learned skill:

Research shows that if it is not reinforced within two days, we forget about 60% of what we are exposed to. Hence the immediate use is essential. This can be done during intervention through simulations and role-plays. Also creating a special project or collaborating on the actual project work will help retain the knowledge and skills. Other methods to retain and application is through coaching, mentoring, and teach-back sessions.

Instilling new knowledge and skills in today's environment is extremely hard due to massive noise, distraction, job pressure (conflicting priorities), reduced attention span, and ever-changing landscape. L&D professionals need to use creativity and innovation in designing interventions for maximum effectiveness. I am passionate about L&D, OD, and other change behavior subjects. Please contact me and discuss. I would be happy to participate and learn.

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