Training development line of sight: from gap analysis to results


by William E Hamilton@Iman Fiqrie
Certified Professional in Learning Performance (CPLP)

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From training development CPLP to line of sight and results
This is the second article of My CPLP Journey. This article tries to capture the training development journey as a “line sight” to a destination. Rather than go through some arbitrary straight timeline method of actions of arrive at some point– I’d prefer to pick up on a few points from the first article and skip over some of the rather mundane long processes. I’m sure one can appreciate the result. Another valuable lesson I’m still learning about getting to the point.

Training and development is more than just ticking off actions on a job description

You see, often times when we’re asked about what it is that we’ve done in training development– we start by “ticking-off” a list. A list of activities and actions that we’ve done (probably in the job description) and equate them to accomplishing something related to organizational priorities, goals, and results. They are not one in the same. This ticking off of activities as a list is easy to do (not saying the job itself isn’t difficult). It’s easy especially if one doesn’t have specific prioritized key results or goals in mind of what needs to be accomplished. Results that are linked to our personal mission or the organization’s mission, vision, and goals. This is a very important point, where is one headed? What is the line of sight? Can you see it, if not, it will be more than difficult to get there, unless luck intervenes!

Training development “Secret”

Oprah Winfrey used to speak of something called– “The Secret”. For example, if you send negativity out into the “Universe,” it will return negativity and vice versa if one sends positive energy out into the Universe. Not having a mission and vision of sorts in training development or otherwise is tantamount to chaos and negativity? So visualizing, talking through one’s ideas in an iterative process and acting on them with fervent intent for real results in mind is important. Then when one achieves them, one kind of knew they always would, but that it would take hard work. This is the proven process most know to be true. It’s not easy, just the process many of us cannot avoid and thus must “jump” all in or nothing.

Training development process helps alignment with prioritized results

And so, one can see that although the attainment of CPLP was one step (a big step) in a longer training development journey fraught with challenges I suppose, there is a sense of an actual “line-of-sight” whose vision, passion, purpose and prioritized results knows no bounds. Former Secretary of State, General Colin Powell, once advised– [paraphrasing]”…refuse to play in the small end of the swimming pool as they would have you”. The line of sight with which I speak of is the attainment of real prioritized results. For many customers in the training and development sphere of influence, it’s not just about going to courses and getting certificates, but the line from capturing the needed performance gap all the way to reaching and providing real solutions to both on and off-site organizational, process and workforce concerns; it’s also about exceeding the organization’s and customer’s expectations for a sustainable organization and its future! There’s the “line-of-sight” I’m referring to, longevity.

The full circle of training development involves teamwork

This brings me back full circle to CPLP, the 10 Life Lessons I spoke of in the last article, training development (learning development), processes, and teamwork. All, or as many elements of the processes and functions one can gather, all so that the customer’s needs are exceeded and brand loyalty becomes the order of the day.

That’s how I was raised, nurtured and mentored in the military, understand how success works and just wired to operate! Again, I very much thank and credit all my mentors, including my parent, co-workers and so many more, thank you. It’s as I learned it time and time again– a culture of teamwork, sharing and collaboration creates a culture of accountability and helps ensure organizational effectiveness and competitiveness! No one person or man can “do it” all alone.

Understanding what real leadership and accountability entails

As I have learned it, very few people have that innate ability to “climb above the tree tops” and see the line of sight, vision or purpose where others must go or follow. Make no mistake, it’s not always clear for the leadership either, but as I’ve mentioned before– sound frameworks, theory, due diligence in training development, along with purpose and intent help provide the necessary vision and thus required line of sight I’ve been referring to all along and the “secret” (in my opinion) that Oprah referred to and the ability to “play” in the big swimming pool as inferred by former Secretary of State, General Colin I spoke of earlier.

Training development blog CIWLEARNING helps provide line of sight

This blog, for example, is one method with which not only helps one (e.g., me) to formulate, talk out and implement the many concepts I’ve been talking about here. It also helps to provide a training development knowledge management (KM) system. It also facilitates a collaboration and constructive learning platform that many training development practitioners speak of implementing, but just don’t know how. Discourse, learning, application and prioritized results is the key. I tried to implement such a system at work with the Facebook like Yammer collaborative program, but most were not interested. Also in the blog are links to other learning development sites, current news, art, jazz and alternative music to help give a broader foundation and rounding out of the concepts I refer to as well as work-life balance. There are also links to real learning management systems, training development blogs and web hosting services; line of sight.

Training development conclusions both “down and up stream”

And finally, it would be hard for me to have a serious discussing as a CPLP about performance improvement and results if I didn’t know the theory and how to conduct a performance needs assessment, design, development, implement and evaluate such solutions. It would also follow that one should be able to propose further remedies as required. For example, to not only get the client on-line and in business (web hosting, domain names, email service, etc.), but also help to provide any kind of learning management systems, blended and virtual learning as required– results matter. This might also require training development. Whatever it takes, but don’t leave one’s client hanging with half a solution because that means one didn’t really help solve their problem!

This is my line of sight (both “down stream and up stream”) I refer to in this article. This is my mission, vision and goals for sustainable training development (learning development), workplace productivity, work-life balance, corporate training, delivery and beyond. In the next article, I’d like to get more technical and specific about both problems and solutions for the training (learning) and development community, to include customer solutions. Thank you for taking the time to read and listen on the CIWLEARNING Learning and Development Blog, virtually yours…

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