I saw an excellent post on LinkedIn last week by Joan Keevill. She was right to bemoan the lack of performance consulting in the workplace and the fixation on content from Learning and Development professionals.

My own response rests on four facets I’ve written about before:

• Skill – the abilities to change
• Will – the motivation to change
• Authority – the influence and the power to effect change
• Resource – the tools, time, and systems to enable change

This is what my definition of capability is about; CAPacity+ABILITY = CAPABILITY. Skill and will form ability. Authority and resource create capacity.

It’s easy to knock L&D. We’re a profession where our standards are over designed but under realised; there are thousands of ways to ‘deliver’ learning, but few approaches to proving our impact. An industry where the vendor tail has too often wagged the professional dog.

I really appreciated the comment from Teresa Rose – people flock to negative posts and tend to use them as sales pitches.

Let’s reframe the conversations.

👍 Tell me the positive actions and effects you and your teams are creating.

👍 If you’re not in L&D, tell us what’s good about the profession.

Not award stories, but acknowledgment of the positive results of the day to day impact interventions have on workplace performance.

This is about using AI – Appreciative Inquiry – to make us better as a profession.

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#ProvingImpact #WorkplaceLearning #LearningStrategy