At its core, organizational learning exists to improve the performance of the workforce and thereby, the performance of the business. Yet, for many companies, there has been an increasing disconnect between learning and performance. Learning programs are created at the behest of the business with no alignment to specific individual or organizational outcomes, and they are only measured against how many people can complete the learning and how fast. It is an environment of learning for learning’s sake.
Companies need to rethink the learning experience to ensure everything is focused on driving performance and not on checking boxes. Identifying and understanding intended performance outcomes puts learning in a position to create programs that deliver results.
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All the best,
David Wentworth
Principal L&D Analyst
Brandon Hall Group
