At ILP member Lyndal Box’ Learning, Discuss and Share monthly online meetup, which has a strong Instructional Design focus that we highly recommend you join, the question ‘As L&D designers should we follow client requests to design a training program, or do we take a different approach?’ came up
It was a great question and raised lots of valuable discussion with almost consensus that our role as L&D professionals is to help our clients, internal or external, achieve their goals.
But is it that easy? Not always.
There is the conflict of ‘do we take the job, or suggest an alternative that may mean we aren’t needed?‘
At the Insitute for Learning & Performance (ILP) we have no doubt – the focus is always on Performance Improvement. But that doesn’t mean L&D designers and facilitators don’t have a role to play.
We have seen over the last 18 months, that L&D has moved up the ladder of C-Suite members, and that is based on our focus on delivering real and demonstrable value to participants and organisations.
So how can we methodically make that decision? Well, we have one answer you will find useful from Cathy Moore at Action@Work.
Her unique flowchart will help you identify the best solution to a performance problem, whether it’s a job aid, a workflow improvement, training, or something else. It’s based on her action mapping, streamlined approach to instructional design.
Cathy has shared this openly, and ILP is delighted to share it with our ILP community.
Live Long & Learn. Cheers
Bill Jarrard at ILP