In today's fast-paced business world, learning and development (L&D) is more crucial than ever. However, traditional approaches to workplace learning are often outdated and ineffective. In his book "Driving Performance Through Learning," Andy Lancaster presents a fresh perspective on how organizations can revolutionize their L&D strategies to boost performance and stay competitive.
Introduction
The workplace is evolving rapidly, with increased competition, constant disruption, and a growing emphasis on efficiency. As careers become more varied and flexible working arrangements gain popularity, the need for effective learning strategies has never been greater. Lancaster challenges the conventional wisdom that equates workplace learning with formal training courses, arguing instead for a more holistic and integrated approach.
Learning in the Flow of Work
One of the central themes of Lancaster's book is the concept of "learning in the flow of work." This approach recognizes that most learning occurs naturally during day-to-day work activities, rather than in formal training sessions.
The 70:20:10 Model
Lancaster introduces the 70:20:10 model, which suggests that:
- 70% of learning comes from on-the-job experiences
- 20% comes from interactions with colleagues and mentors
- Only 10% comes from formal training courses
While the exact percentages may vary, the underlying principle is clear: learning is an ongoing process that happens primarily through everyday work experiences and interactions.
Shifting the L&D Mindset
To embrace this new paradigm, L&D professionals need to shift their mindset from being course providers to becoming facilitators of learning. This involves:
- Identifying organizational learning needs
- Tracking progress
- Finding diverse solutions beyond traditional courses
By adopting this approach, L&D teams can create a culture of continuous learning that is more aligned with the realities of modern work.
Diagnosing Learning Needs
Lancaster emphasizes the importance of accurately diagnosing learning needs before implementing solutions. He illustrates this point with the fictional example of Electrix-stop, a company facing multiple challenges.
The Importance of Learning Needs Analysis
Instead of simply responding to requests for training courses, Lancaster advocates for a thorough learning needs analysis. This process involves:
- Identifying what staff need to learn and why
- Scoping out the project and setting achievable goals
- Identifying and implementing targeted solutions
By taking this approach, L&D teams can address the root causes of organizational issues rather than applying superficial fixes.
Creating Value Through Intervention
Lancaster argues that L&D departments should move beyond simply fulfilling requests and instead focus on creating value through strategic interventions. This might involve:
- Providing support for managers in the hiring process
- Encouraging expert employees to coach new hires
- Developing comprehensive induction programs that address multiple needs
By taking a more proactive and holistic approach, L&D teams can have a more significant impact on organizational performance.
Agile Learning Solutions
In today's fast-paced business environment, Lancaster argues that the pursuit of perfection in learning solutions can be counterproductive. Instead, he advocates for an agile, responsive approach to L&D.
The Need for Speed
Lancaster points out that the modern workplace demands quick solutions. With technology evolving rapidly and business needs constantly changing, taking too long to develop learning solutions can render them obsolete before they're even implemented.
Embracing Iteration and Feedback
An agile approach to learning involves:
- Developing initial solutions quickly
- Testing and gathering feedback
- Iterating and improving based on real-world results
This process allows for the creation of a "minimum viable proposition" – a solution that may not be perfect but meets the essential requirements.
Involving Stakeholders
Lancaster emphasizes the importance of involving key stakeholders throughout the agile learning process. This includes both L&D professionals and the staff who will be directly affected by the learning solutions.
Microlearning and In-the-Flow Solutions
Agile learning often involves implementing solutions that can be easily integrated into the workflow. This might include:
- Microlearning: Short, focused bursts of information that address specific problems
- Just-in-time resources: Tools and information available at the point of need
By embracing these approaches, organizations can create more responsive and effective learning environments.
Tracking Learning Impact
Lancaster stresses the importance of measuring the impact of learning solutions on performance. While this can be challenging, it's essential for demonstrating the value of L&D initiatives and improving future solutions.
Moving Beyond Traditional Metrics
The author critiques traditional methods of measuring learning impact, such as the Kirkpatrick Model and "happy sheets." He argues that these approaches often fail to capture the true effect of learning on performance.
Embracing Data and Analytics
Lancaster encourages L&D professionals to become more comfortable with data and analytics. This involves:
- Setting clear performance indicators before implementing learning solutions
- Using business metrics to measure impact
- Calculating return on investment (ROI) for learning initiatives
While precise measurements may not always be possible, even approximate data can provide valuable insights into the effectiveness of learning solutions.
Crowdsourcing ROI
One innovative approach suggested by Lancaster is to crowdsource ROI calculations by asking staff to estimate the value generated from their learning experiences. With a large enough sample size, this method can provide surprisingly accurate results.
Digital Learning Solutions
Lancaster explores the transformative potential of digital learning solutions in the modern workplace. He emphasizes that while technology can be a powerful tool, it's essential to use it purposefully and in alignment with specific learning goals.
The Power of Apps and Mobile Learning
The author highlights the success of custom-built learning apps, such as BP's business leadership app, which attracted 6,000 users annually. Mobile learning solutions can provide accessible, on-demand resources for employees.
Augmented and Virtual Reality
Lancaster discusses the potential of AR and VR technologies in workplace learning:
- AR for practical skills training (e.g., Boeing's aircraft wing assembly training)
- VR for simulating complex or dangerous environments (e.g., submarine or oil rig work)
These technologies can provide immersive, hands-on learning experiences that are difficult to replicate in traditional training settings.
Content Curation
The author emphasizes the importance of curating existing digital learning resources, such as:
- Podcasts
- YouTube tutorials
- Influential thought leaders on social media
Effective content curation involves:
- Collaborating with stakeholders to identify relevant resources
- Carefully selecting and organizing content to avoid overwhelming learners
- Ensuring easy access to curated materials
Lancaster argues that content curation is an underutilized strategy in L&D that can provide quick, diverse, and self-directed learning opportunities.
Community-Based Learning
Lancaster reminds readers that learning through community interaction has been a fundamental aspect of human development throughout history. He argues that L&D teams should leverage this natural tendency to enhance workplace learning.
Benefits of Community Learning
The author highlights several advantages of community-based learning:
- Responsiveness: Employees can get help quickly from peers
- Relevance: Questions and solutions are directly related to real work issues
- Team building: Encourages thought leadership and builds trust among colleagues
Implementing Community Learning
Lancaster offers several strategies for fostering community-based learning:
- Creating online social spaces for knowledge sharing
- Encouraging senior leadership participation to set an example
- Supporting self-directed learning through the COGS model (Curiosity, Ongoing commitment, Growth mindset, Self-awareness)
By facilitating these community interactions, L&D teams can create a culture of continuous learning and peer support.
Coaching in the Flow of Work
While coaching is a well-established learning method, Lancaster argues that it needs to be reimagined to fit the modern workplace. He advocates for embedding coaching into the daily flow of work rather than relying on scheduled, formal sessions.
Benefits of In-Flow Coaching
Lancaster highlights several advantages of this approach:
- Talent development: Helps employees maximize their potential
- Performance support: Provides immediate guidance when needed
- Increased engagement: Leads to better overall workplace performance
Formal and Informal Coaching
The author discusses both formal mentorship programs and informal peer coaching, emphasizing that both can be effective when implemented correctly.
Creating a Coaching Culture
Lancaster stresses the importance of embedding coaching into the organization's culture. This involves:
- Training leaders to be effective coaches
- Encouraging informal peer coaching
- Viewing coaching as an ongoing process rather than a discrete activity
By making coaching a natural part of the work environment, organizations can create more opportunities for continuous learning and development.
Learning from Mistakes
In the final section of the book, Lancaster challenges readers to reframe their perspective on mistakes. Rather than viewing errors as purely negative, he encourages seeing them as valuable learning opportunities.
The Power of Mistakes
The author provides examples of famous inventions that resulted from mistakes, such as penicillin and Velcro. He argues that embracing mistakes can lead to innovation and growth.
Creating a Learning Culture
Lancaster encourages L&D professionals to foster a culture where:
- Mistakes are seen as opportunities for improvement
- Employees feel safe to take risks and learn from failures
- Reflection and analysis of mistakes are encouraged
By adopting this mindset, organizations can create a more dynamic and resilient learning environment.
Conclusion
"Driving Performance Through Learning" presents a compelling case for revolutionizing workplace learning. Lancaster's key messages include:
- Embracing learning in the flow of work
- Adopting agile, responsive learning solutions
- Leveraging digital technologies and community-based learning
- Embedding coaching into daily work activities
- Viewing mistakes as learning opportunities
By implementing these strategies, L&D professionals can transform their organizations into dynamic learning environments that drive performance and innovation. The book challenges traditional notions of workplace learning and provides a roadmap for creating a culture of continuous development that is better suited to the demands of the modern business world.
As organizations face increasing pressure to adapt and innovate, Lancaster's approach offers a valuable framework for reimagining L&D. By moving beyond conventional training courses and embracing a more holistic, integrated approach to learning, companies can better equip their employees to meet the challenges of a rapidly changing workplace.
Ultimately, "Driving Performance Through Learning" serves as both a wake-up call and a practical guide for L&D professionals seeking to maximize their impact on organizational performance. By following Lancaster's recommendations, organizations can create learning ecosystems that not only improve individual skills but also drive overall business success in an increasingly competitive and dynamic global economy.