It’s three weeks into the new year and I’m sure you’re already thinking ahead to the success you want in 2021. Our goals shape our solutions and results. When transitioning from creating “peanut butter,” one-size-fits all training to designing strategic learning clusters to meet learners in their moment of learning need, L&D professionals need to set new goals.
So, what does this new goal look like? The new goal is to change on-the-job behavior, as opposed to changing behavior by the end of the course.
LCD Model Action of the Week: Change On-The-Job Behavior
Typically, L&D has defined goals and success within the limitations of what can be accomplished in the classroom or by the end of the course. With the traditional L&D goal of “Creating a Training Program,” L&D professionals get “results” such as:
- Attendance
- Mastery in Controlled Environments
- Passing Tests
- Regurgitation
- One-and-Done Training Events
You go where you focus. With this new goal of changing on-the-job behavior, L&D professionals can expect to see not only a behavior change but perspective changes and higher levels of performance. Shifting to a focus of changing on-the-job behavior allows L&D to transcend the limitations of the class or course objectives and elevate our focus to include classroom and additional learning assets to empower learning in the moments and ways people will need to learn.
What goals do you currently have set for your learning programs? Are they more traditional, with a focus on one-and-done, attendance, and passing tests? Or is your learning goal focused on changing on-the-job behavior through multiple learning assets?
