Great Advice From the Kirkpatricks

By Dave Vance,

In their July 25 newsletter the Kirkpatricks ask if you are a Training Fossil. I love the imagery and their message. Here is what they say:

“The role of training professionals has changed as technology has advanced. Fifteen years ago, it may have been enough to design or deliver a great training class. If that’s all you do these days, however, you are in danger of being replaced by a smartphone app or other technology that can do the same things quickly and for free, or nearly free.

In a similar way, training professionals need to design and build “roads and bridges” into the job environment before, during and after training, and then monitor them regularly. Instructional designers need to do more than design formal classroom or virtual instruction. Trainers need to do more than deliver it. “

Their concern is a good one and I think in the near future we will see aggregators who can provide generic content on any platform so efficiently that internally developed content will not be able to compete. So, if a training department is focused solely on providing generic content, often in an effort to boost employee engagement, it risks becoming extinct just like the dinosaurs.

Unlike the dinosaurs, however, we can avoid extinction by making sure we are adding true value to our organizations. As Jim and Wendy explain, this goes far beyond providing generic content. It starts with understanding your organization’s goals and priorities and includes establishing a very close, strategic relationship with senior business leaders. Put simply, start with the “business” end in mind which the Phillips and all leading authors in our field recommend. Next, design the entire learning experience and define the roles that the business goal owner and L&D must play in order for the learning to be appreciated, applied and impactful. This starts by engaging the business goal owner to agree on reasonable expectations from the learning if both of you fulfill your roles. Neither party can make the learning a success on their own. While the learning department will play the biggest role in designing and delivering the learning, the business goal owner and supervisors will need to play the biggest role in communicating the need for the learning and then reinforcing the learning to ensure application.

Roy Pollok describes what is necessary for successful learning in The Six Disciplines of Breakthrough Learning which I highly recommend to understand learning as a process and not an event. In a similar fashion, Jack and Patti Phillips are emphasizing the importance of design thinking in their latest books. All agree that learning cannot be just an “event”. For true impact it must be carefully planned and managed in close partnership with the business, and the follow up after the “event” to ensure application and impact is just as important as the design and delivery of the “event” itself.

This process oriented approach coupled with a close strategic partnership with the business is what will allow the profession to add true value. It also will prevent us from becoming extinct since we add value at every stage of the process from consulting with the business upfront to helping the business reinforce the learning with their employees on the backend. While we may purchase generic content where it makes sense, our value add goes far beyond the design and delivery of content. We will not be in danger of becoming a training fossil as long as we focus on partnering with the business to meet their needs by delivering the entire learning experience required to make a difference in results.

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