Good learning, fundamentally, is about ensuring the content is correct and aligned with specific goals.
According to a key perspective, the most fundamental requirement of good learning is to get the content right. This means having a very clear understanding of the capabilities we need to develop in order to drive business outcomes, then designing learning to target those capabilities. This definition emphasizes a strategic approach where learning is not just about knowledge acquisition but about building specific abilities directly linked to achieving desired results, particularly in a business context.
The Core Elements of Good Learning
Based on this definition, good learning is characterized by several interconnected elements:
- Content Accuracy & Relevance: The information delivered must be correct and pertinent to the skills needed.
- Capability Focus: It's centered on developing specific abilities or skills (capabilities) that individuals require.
- Strategic Alignment: Learning objectives are clearly tied to broader goals, such as driving business outcomes.
- Targeted Design: Learning experiences are intentionally designed to build those identified capabilities effectively.
Why Link Learning to Capabilities and Outcomes?
Linking learning directly to the capabilities needed to drive business outcomes ensures that training investments are effective and deliver measurable results. It shifts the focus from simply delivering information to developing practical skills that impact performance and contribute to organizational success.
Consider this chain of thought:
- Business Outcome: Increase customer retention by 15%.
- Required Capabilities: Advanced negotiation skills, deep product knowledge, strong relationship-building techniques.
- Good Learning Design: Create training modules specifically targeting these negotiation skills, product knowledge gaps, and relationship-building strategies, perhaps through role-playing, case studies, and interactive content.
Practical Steps for Implementing Good Learning
Achieving this standard of good learning involves a structured process:
- Identify Business Outcomes: Clearly define the goals you want to achieve (e.g., increased sales, improved efficiency, better safety records).
- Determine Required Capabilities: Work backward from the outcomes to identify the specific skills, knowledge, and behaviors individuals need to exhibit to achieve those outcomes.
- Assess Current Capabilities: Understand the existing skill levels of the target audience.
- Design Targeted Learning: Create learning experiences (courses, workshops, resources) that are specifically designed to bridge the gap between current and required capabilities.
- Measure Impact: Evaluate if the learning has successfully built the capabilities and contributed to the desired business outcomes.
This iterative process ensures that learning is not just a standalone activity but an integrated part of strategy execution.
Example: Linking Learning to Sales Outcomes
Let's illustrate with a table showing how outcomes, capabilities, and learning design connect:
| Business Outcome | Required Capabilities | Targeted Learning Design Examples |
|---|---|---|
| Increase sales conversion | Effective questioning, objection handling, closing techniques | Sales simulation training, role-playing exercises, pitch workshops |
| Improve customer satisfaction | Active listening, problem-solving, empathy | Communication skills training, customer service scenario analysis |
In this context, "good learning" isn't just teaching sales techniques; it's teaching specific techniques that are proven to build the exact capabilities needed to achieve the defined sales outcome.
The Significance of Targeted Design
Designing learning to explicitly target identified capabilities is crucial. It moves beyond generic training to create relevant, impactful experiences. This might involve:
- Using realistic scenarios and case studies.
- Providing opportunities for practice and feedback.
- Focusing on application rather than just theory.
- Leveraging appropriate technologies to deliver content effectively.
Ultimately, good learning, as defined by this perspective, is purposeful, aligned with strategic goals, and focused on building the specific human capabilities required to achieve tangible results.
