As learning and development (L&D) professionals, we spend much of our delivery time trying to create behavioural change and build capability through our learning initiatives. We immerse ourselves in the capability framework and business processes of our client to ensure the program aligns with the learner needs, will be supported and applied in the workplace, and is integrated with other business processes and HR initiatives. Our passion for building capability and capacity in participants is what drives our energy and success.
Developing capability – a framework for success
Building capability within an organisation is critical to developing and creating competitive advantage, culture and performance. Whether a sole trader or leader of a consulting house, competitive advantage, culture and performance are equally critical to long term success for us, as it is our clients.
“Capability development focuses on the development of the individual or team
through a range of strategies or activities that aim to achieve current business goals,
meet future challenges and build capacity for change.”
As L&D professionals, we recognise the importance of continually reviewing and assessing capability, to identify potential blind spots or gaps; yet, we rarely look at our own capability in the same terms–it is easy, when the focus is on our client’s needs to forget our own.
To fill this industry gap, over the last year, ILP has developed the Learning and Development Success Framework (the Framework) to capture the skills and behaviours that all L&D professionals require for long term success and provide a way to identify and measure our own strengths and skill gaps.
Developing capability – a continuous journey
The L&D Success Framework recognises that ours is a journey from foundational skills through to mastery. Defining the core attributes of an effective L&D Professional across six dimensions and 23 fundamental behaviours that underpin these. The framework provides the opportunity to take stock of our own journey. To recognise those areas in which we thrive (and may be considered experts) and those where we need further development and support.
The Framework provides descriptions of each behaviour across four stages of progression, allowing you to identify your key area of focus on depending on your experience, role and your development goals, from the commencement of your L&D career through to Master status.
The Framework is relevant and applicable to all L&D professionals accountable for the design delivery and implementation of learning plans for their clients or organisations. The behaviours provide a baseline for each stage of an L&D professional’s career and the behavioural descriptors provide a benchmark and a guide for future professional development.
Over the coming months, we will be sharing insights and tips for developing your capability across each of the six dimensions and 23 behaviours included within the Learning and Development Success Framework.
For more details about the Framework and how ILP can help you build your capability for Success in 2018, contact us today.