Corporate 'Learning and Development' is over-indexed

"Beware of programs. By definition, they end. Continuous improvement, on the other hand, never ends."

Geary Rummler

'Over-indexed' can be defined as 'over-emphasising or over-weighting a specific factor, at the expense of others, potentially leading to illogical conclusions.'

The corporate 'L&D' industry and its potential for positive, sustainable, performance impact is massively over-indexed.  

Put another way, focusing on the performance of individuals (through training for example) has limited potential to improve outcomes and so should be employed sparingly; (only in specific circumstances to which it is suited, e.g. for a new role or when performance expectations change).

Performance problems are almost always a result from failures within the overall work system:

Unclear expectations

Inconsistent feedback loops that confirm expectations are being met

Poorly designed processes

Poorly managed processes

Insufficient / ineffective tools

Insufficient / poor quality data from which to base insights and decisions

Incentives and / or consequences that fail to motivate - either to achieve or to avoid.

All of the above require systemic thinking, emotional intelligence, openness to admitting mistakes, curiosity, empathy, capacity to work with and accept ambiguity, humility, and relentless commitment.

Which is why the 'topics > content > broadcast / attendance / reaction model persists.



I work as a thinking partner and advisor with mid sized, value oriented companies going through significant change. I help you to build new capability and mindsets through shifting your approach to organisational development.

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