This week’s chat is on Moving from the Training Department to L&D.

First, thanks to Kel Krehbiel for coming up with this week’s topic! We love suggestions from the community, keep them coming!

Ideally our work should be less about some of the traditional metrics training departments have focused on – bodies in seats, time spent in the classroom, or completion of courses – and take a more broad view on how both formal and informal learning and workflow support all come together to help individuals and organizations meet their goals. But what can you do when you work for a company, team, manager, or client who’s more focused on checking boxes than if the efforts you’re working on make real changes in behaviors and skills? How can we convince those we work with and for that this shift in thinking is worth the effort, and once we have them on board how can we help them to make this admittedly complex transition? As well, how can long-time training specialists make the leap to produce more than just the formal learning they’re experienced in?

Join us this week as we look at how organizations and individuals shift from a narrow focus on training to a broader approach to supporting performance improvement.

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