Told to Fix It – They Will
However … L&D will too often resort to a training/learning solution or solution-set.
But that might not be at the root cause of the issue.
Why do they respond so inappropriately?
Clients Sometimes Expect L&D To Do L&D
Assumptions. Without Analysis data. Defenseless to resist the demands.
What should they do instead?
Assessment – Analysis – Assessment
Make it part of the process of “quick client response” – and make it quick.
And First Focus On the Process
And the Requirements of both Process and Products of all of the Stakeholders. Quickly.
Note: often in my career – which stretched from 1979 until early 2016 – I found “NO PROCESS” – sometimes in the form of “a different day a different process” where Variance was the Rule. And too many Processes exist – totally out of control.
In fact … Almost always.
Sometimes it’s no big deal. Other times, it’s a very big deal.
That’s why I start there … with the Process … after hearing the client out.
At the defined … or not … Process.
And then next, with whether or not there are issues with any of the Stakeholder Requirements – regarding both the Products and the Processes.
Your approach may vary.
Then Look Quickly at the Enablers … and Their Gaps
There’s often a mix of root causes … where performers’ awareness-knowledge-skill may not be in THAT mix … despite addressing performers’ awareness-knowledge-skills in THE mix when deploying the real solutions.
L&D is often a delivery channel of the real solution which may require a new layer or displacement … or blend … in the performers’ awareness-knowledge-skills.
For example, a new set of mobile tools are developed by Marketing & Legal to deal with new regulatory requirements … and ongoing interpretations … for 27 different job titles … with no end in sight for the churn and impacts.
L&D might indeed be the channel … or the enterprise might have decided to automate everything and eliminate those 27 different jobs and create 4 new ones to handle the almost-fully-automatic processes … to developing the Performance Competence of the 4 new jobs. And L&D might be the channel for developing that – or it might be outsourced.
But it – L&D – is the tail, not the dog … so to speak.
And … Do It All Quickly
And … thoroughly enough!!! That too.
There are proven methods to make it Quick and Thorough.
Even when it’s complex.
Search this site’s Blog Posts – and/or the Resource Tab.
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