In order to make up for and mask the fact that the L&D Practitioners didn’t have a clear, realistic idea of how Learners would need to apply the L&D Context back on the job, they go for ENGAGEMENT.

That’s likely “on their management” who haven’t established the Philosophies, Principles, Processes, and Practices for Performance-Based Instruction – which includes both Performance Support & Learning Experiences.

Performance Support needs to be instructive and guide the Learner’s Performance back on the job. They need to enable Performance – or why bother?

Learning Experiences need to help the Learners learn and master the Performance Requirements as they exist back on the job. They need to enable Performance – or why bother?

Learning Experiences also need to provide authentic Practice – NOT inauthentic Activities.

Authentic Practice and Inauthentic Activities

There’s a world of difference between authentic Practice and inauthentic Activities.

Both can be engaging.

Only one leads to Performance Competence back on the job.

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