Dive Brief:
- C-Suite executives today expect HR and learning to prove how they support business objectives. But delivering high-performance, quality results at the speed required in today's hyper-paced world requires new thinking around work and learning, according to a post at the Association for Talent Development (ATD) blog.
- Authors Charles Jennings, Jos Arets and Vivian Heijnen write that now more than ever, working requires continuous learning. Employees should be able to learn while doing their job.
- To adopt these "new approaches," HR and learning professionals must, among other things, collaborate with stakeholders to build performance solutions. The authors refer to the key roles in this process as Performance Detective and Performance Architect.
Dive Insight:
Performance Detectives don't do training needs analysis, as this job is about using "critical task analysis" and other tools to develop a deep understanding of the root causes contributing to an organizational or team performance problem. The Performance Detective scans many potential solutions while keeping the root causes of the problem top of mind, they write.
The Performance Architect then designs solutions to solve performance problems, well beyond programs and courses to support learning (which could be integrated into the overall solution). A solution doesn't have to include courses or learning modules.
The authors also offer a quick look at their "70:20:10" approach. Learning occurs through "rich and challenging experiences", opportunities for practice, engaging with others, and reflective practices. In this "golden age of learning," taking out-of-the-box approaches that integrate more fully with the actual work employees will should help employers remain at the top of their game.
