The one trait that all great L&D practitioners have

by John Hilton02 Dec 2015
One of the problems with a lot of L&D practitioners is they get into particular ways of doing things and then they hold onto them, said David Boud, Emertius Professor at the University of Technology, Sydney.

“I think one of the really important things is the need to be enormously responsive,” he said.

“I think the really successful practitioners are the ones that realise that the thing they used to solve a problem last week may not work again this week.

“Or a different problem comes along and they realise they have got to do something completely different here and their model works in this situation but not in that.”

Moreover, for Sarah Reeves, national learning and development manager at The Body Shop, it’s vital to be customer-centric, flexible and creative.

“What is critical for us is the ability to truly listen to what our internal customers need from us and to remember why we exist as a function,” she said.

She also said it’s crucial to support the business, while maintaining a fun and engaging learning environment.

“We have got to get the job done but let’s have some fun while we are doing it,” Reeves said.

Moreover, Alla Keogh, Head of People and Performance at MYOB, told L&D Professional that in their industry of software it’s essential for L&D to make learning something that drives competitive advantage and innovation.

She added that creating a good culture is critically important and that’s about being open to mistakes and building trust.

“This is particular true for us, as we are asking people to invent and to innovate and bring really great solutions to our clients,” she said.

“It’s not just technical skills that they need, but the freedom to learn and share, and that’s why social learning is also becoming so important.”

Meanwhile, Alicia Gleeson, General Manager HR at Crown recently told L&D Professional about the critical importance of being able to implement programs which deliver on business outcomes.

“The business is not going to release employees into paid learning opportunities that are costing them money unless it returns something to them,” she said.

“That’s where we ensure that the training that we offer is always delivering on the business outcomes.”


 

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