What NOT to do in L&D

As do most articles in the L&D space, I frequently talk about what we should do. And, it occurred to me, that I could (and should) also talk about what we shouldn’t do. So here’s my list of things to avoid. There’s no claim that this list is comprehensive, but it is grounded in a ‘performance ecosystem’ perspective.

Don’t stop with courses.

There’re two interpretations here, and I mean both. First, don’t stop doing courses. There are times when skill shifts are necessary. Of course, when they’re done, do them right!  But what I’m also saying is that don’t use courses as the only tool in your tool box. There are other causes of performance problems in organizations besides skill gaps. Similarly, there are appropriate interventions, and L&D can and should play a role. Performance support and social networks are two other key elements, and don’t neglect them.

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