Training Industry Magazine - May/June 2018 - 13

PERFORMANCE MATTERS
JULIE WINKLE GIULIONI

BOOST THE IMPACT OF TRAINING
BY BOOSTING
THOSE RESPONSIBLE FOR IT!

In a typical organization, some of the most
under-the-radar rock stars responsible
for driving business results are those in
the learning and development (L&D)
function. These folks work quietly behind
the scenes evaluating needs, isolating
gaps, developing resources, deploying
solutions and supporting individuals who
are in the process of growing their skills
and capacity.
Yet, most discussions of improving
training itself center on such things as
evolving technologies and modalities,
the latest brain research, platforms and
learning philosophies. But, if we really
want to give training a boost, we need to
give a boost to those responsible for it.
And there are countless ways to make this
happen, starting with these four R's.
RECOGNITION
When was the last time learning was
called out at the annual all-hands
meeting? While sales, service and all other
departments deserve the recognition they
receive for the contributions they make, so
does training.
Learning is the lever that facilitates
enhanced performance and results
throughout the organization. And while
less proximate, the L&D function is equally
responsible for enabling those results in
many cases. Connecting these dots and
recognizing that the role of learning can
go a long way toward boosting training.
Booster Tip: Invite L&D professionals
who have made significant contributions
in their department to high-profile
recognition events. Not only does it send
a message about the role of learning

in the organization, it allows for those
individuals to connect more deeply with
other key contributors - something that
can only lead to enhanced relationships,
relevance and results.
REDEDICATION
Many organizations claim to be "learning
organizations," but what does that really
mean? Too frequently, it's a platitude
versus a daily practice. A slogan versus a
sincere sentiment.
Organizations that elevate the role of
learning and position it as a key business
driver send a powerful message. They
help others understand that L&D offers a
sustainable competitive advantage. They
increase individual receptivity to and
engagement in learning. Rededicating
ourselves and our organizations to
learning not only boosts the results it
can achieve but also the spirits of those
responsible for them.
Booster Tip: Sure, add "learning" to your
values and mission, but don't leave it
at that. Make sure that executives and
leaders at all levels live it by attending
training, talking about what they've
learned, and actively and enthusiastically
advocating involvement. Because, word
on the street is always more powerful
than words on a wall.
RESOURCES
"Doing more with less" is an expression
that inspires rolled eyes from most L&D
professionals. They've heard it and lived
it for decades now as their departments
have become increasingly lean and
stretched thin to meet the needs of
diverse audiences.

And then there's technology, which
offers tremendous benefits as well as the
expectancy of exponential efficiencies.
But, since it's now possible to do so much
more given new tools, platforms and
modalities, the expectations placed on
L&D departments have only escalated.

ORGANIZATIONS THAT
POSITION LEARNING AS
A KEY BUSINESS DRIVER
SEND A POWERFUL
MESSAGE.
As a result, more resources are
what many training professionals
dream about. Boosting budgets (or
other resources) speaks to what the
organization values while boosting
the morale (and capabilities) of those
responsible for learning.
RECIPROCATION
L&D professionals spend their days
working to ensure that others throughout
the organization have the learning they
need. Yet frequently they themselves
experience the shoemaker's children
syndrome. To ensure that these individuals
can continue to contribute at high levels,
it's essential that we make sure that those
responsible for training also receive
training. This keeps their skills fresh and
their souls nourished - providing a boost
for the individual and, ultimately, for
organizational results.
Julie Winkle Giulioni has 25 years of
experience working with organizations
worldwide to improve performance through
learning. Email Julie.

T R A I N I N G I N DUSTR Y MA GAZ INE - GIVING LEARNING A BOOST 20 18 I WWW. T RAININGINDU S T RY . C OM/ MAGAZ I NE

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