Most L&D Functions Are All About Providing Content
That “as is” provides fairly low-value returns … compared to what “could be” – IMO.
We could and should do better.
L&D Isn’t the only one responsible for Performance or Performance Improvement.
But it can share/teach a model or framework for use across the Enterprise.
And use it on themselves – imagine that.
And it isn’t teaching generic Competencies – good perhaps for establishing pay grades in HR – but not for moving the Performance needle on current metrics.
How Can You/We/Us Do Better?
Here from the late Geary A. Rummler PhD – way back in 1986…
Words of Wisdom…
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