The false security of the 'Learning' zone

"In my opinion, you begin with understanding performance, not learning. What exceptional performance looks like and what is hindering or helping it. If we start with a learning focus, we start with the intention to create and/or add something new (i.e. content), when we should start by understanding what barriers exist to exceptional performance and how to remove them."

Mark Britz

In most organisations, the system ('the way the work works') results in a focus on 'Learning' rather than on enabling better performance. 

The 'Learning' zone is a vague and therefore comfortable place for those who operate within it and benefit from maintaining it. 

The 'Learning' zone is clearly separated from the 'supporting performance in the work zone' (which is dependant on defining operational performance standards) 

and

The (true) training zone (which is dependant on facilitating realistic practice and authentic ongoing feedback).

The 'Learning' zone is typically served through out of context, generic content - inevitably not centred around clearly defined performance standards for a specific role. The favoured measures of the 'Learning' zone are activity and reaction; people getting what they expect (courses and content) and saying they are 'satisfied'.

The winners from the 'Learning' zone are leaders and L&D teams. 

Who's losing?...