What’s all this talk about learning outcomes and business goals? In our previous blog, we discussed a shift within the eLearning industry. More and more, L&D professionals are being tasked with achieving both, which can be unfamiliar territory.
Here’s what’s happening…
When leadership comes to the L&D team with a task, for example, we need training on X, NOW, many teams start scrambling. Under tight deadlines and minuscule budgets, most L&D professionals become order takers. We put our heads down and crank out the training. There’s no time to stop and think about where we want to go and why. Under this kind of pressure, it’s easy to not even think about the goal. Why do we need training on X and what do we hope to achieve as a result? Will training on X get us there?
It’s time to break a bad habit in the L&D industry. L&D professionals need to push back against assumptions before the organization spends time and money developing training that may or may not be successful or even necessary. Ask this question: What is the business objective and why does leadership think that it will be met with this particular learning outcome?
At one organization, this is exactly what happened—and the result, which we will talk about later, was amazing. Leadership saw that users were not adopting a scoping tool and hypothesized that they either didn’t know how to use it or didn’t know it was available. They asked the L&D team to design an entire how-to training for the tool. The L&D team paused before taking that tall order. Rather than putting their heads down and designing a massive course for the tool, they reached out to ELM for a learning strategy design.