In my last entry I wrote about the compelling research-based evidence I first learned about in 2011. Evidence that highlights the futility of much of the ‘busy’ work we find ourselves doing on a daily basis if working in an L&D role.
The importance of post-training support
It was evidence that highlights just how important it is to provide post-training support and it (shockingly) reveals that without such support in place most of the programme design and delivery we typically engage in will only ever achieve a fraction of the workplace performance improvement it is intended to achieve,
And full confession: prior to that 2011 revelation, I had happily encouraged people in that ‘busy’ L&D work, blissfully ignorant of the need for more focus on performance and less on pure learning. And even post 2011, I didn’t feel like I could do much to change the established norms.
In truth I’ve spent much of the last 15 years deeply frustrated by the fact there is a solution to the problem of low levels of effective learning application; but it is just out of reach for most L&D teams.
A glimpse of the future?
Then about 18 months ago at a 3-day AI summit in Chicago, something changed. Funnily enough, the summit was nothing to do with L&D. It was all about the technology and some serious thinking about what AI might mean for us humans and the impact AI might have on the real world we continue to inhabit.
But by the end of the 3 days, my head was almost exploding. Because in the middle of some fascinating presentations and discussions about AI and what it might and might not do, I was pretty sure I had caught a glimpse of the future of L&D.
A future that could finally put meaningful post-training support within reach of every L&D team. A future that would finally and decisively shift L&D from being in the training delivery business to being in the performance improvement business.
The way ahead…
My simple insight was this. Done right (and that’s a huge caveat, by the way) AI can be used to transform the post-training landscape. Done right, it can be used to provide customised support for learners on their return to the workplace, after completing some training.
The insight is simple. The implementation is more complex and, clearly, it involves technology. So, what are we actually talking about?
Well, something that’s specifically for L&D – not just any old AI. Something that’s simple and intuitive to use. Something that’s based on sound learning and performance support principles. Something that’s flexible enough and scalable enough that it can be deployed in a variety of ways.
That something is what I’m calling PerformaGo. And (as you’ve surely realised already) this is going to be the diary, which captures the journey of building that something. The highs, the lows, the learning moments. The breakthroughs, the disappointments.
If that sounds like an adventure you’d like to hear about, then keep checking back. I’m planning to post an update once a week. And if you’d like to hear a bit more about the PerformaGo tool itself and get access to early iterations, why not register your interest over at pacificblue.ai.
