Learning & Development
Empathy
Critical Thinking
Impact
Experience
Throughout my L&D career I have been responsible for the training function from end to end:
-
Strategic planning
-
Resource selection & management
-
Vendor Management
-
Needs assessment, data gathering and analysis
-
SME collaboration
-
Program design, development, implementation, and evaluation
-
Reporting
-
Content Management
Empathy
Before creating training programs it's so important to understand the learner. I go the extra mile to understand, not only what the functional leader believes is the problem and solution, but the experience of the target learner. When possible I shadow to learn their process and roadblocks to ensure that any training I create is the right solution, presented in the right format, and at the right time.
Although a manager or SME may be my official client, I always view the learner as my ultimate customer. It's their success and satisfaction that I strive towards. I am driven to create programs that not only solve a specific problem, but are ingrained with company values and engaging to enable the learner's professional growth, ultimately leading to organizational success.
Critical Thinking
I never approach a training project as an "order taker." Managers and SMEs can sometimes have tunnel vision about a problem, and may not necessarily be aware of all the mitigating factors impacting the behaviors they want to change. Many times while doing needs assessments I've identified parts of a process that are broken or ineffective, and have worked with the functional team to find solutions.
It's essential in my L&D role to challenge assumptions and consider all angles to develop programs that lead to lasting behavioral change and professional growth.
Impact
I'm not going to sugar coat this - evaluating the efficacy of training is hard. Very hard. Many still look to the Kirkpatrick model and I do recognize the value for technical skills and behaviors that are already being measured. However, measuring training success is more of an art than a science. I put a lot of effort into evaluations, learner feedback and measuring work performance. It's often necessary to collaborate with functional leaders to install additional metrics that specifically measure behavioral changes wanted from a training program.
My ultimate goal is to create programs that provide clarity, lead to improved performance, and ultimately a positive and productive work experience.