What does it take to transform learning and development (L&D) into a performance-focused, results-driven, measurement-based organization? It takes COURAGE! The COURAGE Model© transforms learning and development in 7 easy-to-follow steps.
C - CHANGE THE COLLECTIVE VIEW OF LEARNING AND DEVELOPMENT
The traditional view of L&D is order taker, “I’ll take one webcast, two classroom trainings and a side order of e-learning to go”. When we focus on measurable results and performance outcomes, we change the way we work. We also change perceptions held by stakeholders and the way we see ourselves. We do more than just “training”. We impact goals and employee performance through learning and development solutions.
O - OPERATE AS A PERFORMANCE ADVISOR
When we operate as performance advisors, we focus on learning and development as a strategic driver for achieving goals. L&D is the driver behind strengthening capability, acquiring new skills and improving performance gaps. The focus is getting performance in-line with organization needs and goals.
U - UNITE GOALS WITH LEARNING AND DEVELOPMENT PURPOSE
Alignment drives everything we do. Uniting organization goals with learning and development purpose ensures we are delivering value and contributing to success. L&D’s purpose is helping organizations be successful by offering solutions, services and experiences that support people in meeting or exceeding performance expectations for achieving goals.
R - REMEMBER THAT CHANGE CAN BE DIFFICULT
When the focus shifts to performance and measurable results, we change the way we work. We are no longer order takers. We are impact makers! Our discussions are deeper and we have different expectations for what the organization will provide to inform decisions we make about the solutions we offer. The change in approach may not be easy but it creates greater opportunity for impact on goals and performance.
A - ALIGN LEARNING GOALS WITH PERFORMANCE OUTCOMES
A purposeful learning goal results in an actionable performance outcome. A learning goal to, “Demonstrate how to assemble puzzle pieces” results in a performance outcome as the ability to compile a disparate pile of fragments into a meaningful picture. The intent for learning is a change in performance through thought, behavior or skill.
G - GET BUY-IN FROM STAKEHOLDERS
Learning and development is a partnership between executives, leaders, managers, employees and L&D. L&D supports performance. Managers and employees own performance. Executives and leaders drive performance. Including stakeholders in learning and development from beginning to end creates collective ownership and accountability for impact and results.
E - EVALUATE RESULTS WITH MEASUREMENT AND DATA
We can cross our fingers and hope or believe learning and development impacts goals and performance or we can use data as evidence for results. Measurement gives us the evidence. Data gives us the facts. Measurement plus data equals fact-based evidence for results.
The COURAGE Model© transforms L&D by connecting with goals, designing learning for performance and using measurement to show results. It changes the way L&D operates and delivers. With COURAGE, you get:
What does it take to transform learning and development? It takes COURAGE!