‘To solve real problems requires challenge, and a change in mindset and skillset’

Is L&D really prone to solving problems that are only really problems for L&D and neglecting the real problems that our organisations and employees need addressing? In this episode, the topic is explored and examples given of where L&D are guilty and what we all need to do instead.

In this episode, David is in conversation with Rob Moors who has considerable experience in Learning and development and is passionate about connecting L&D professionals with real problems and equipping them with the understanding and skillset to make a difference.

KEY TAKEAWAYS

A non-problem is a symptom and in L&D it is still the symptoms that are dealt with.
Why do L&D attempt to solve non-problems?
L&D measure themselves through how many people apply to do their courses and don’t always align themselves to the vision and organisational goals of the company.
How many training courses have been supplied rather than how many problems been solved.
It’s about concentrating on what important not what’s urgent.
To solve real problems requires challenge and a change in mindset and skillset that L&D may not have.
It’s not just L&D professionals who need to change its also a requirement of the stakeholders to change to uncover the real problems.
L&D need to be performance partners understanding what they are trying to achieve within and for the organisation.
Switching from the language of training to the language of performance is critical if you want to uncover real problems.
By understanding what’s really going on and what needs to go on, the blockers and what is actually being experienced by people working in the situation L&D can then influence and do something that actually works.
The key actions are;
Trust in the positive intention of others – reconnect everyone with the vision and goals of the organisation.
Believe in people to help you find the answers – L&D professionals often only ask other L&D people
Understand your team and you are your responsibility - you need to be your own case study to move forward and develop.

BEST MOMENTS

‘L&D professionals are not intentionally getting up every day intending to be ineffective’

‘There will be 3 or 4 critical things going on in an organisation at any time and its vital L&D prioritise those’

‘Look to achieve the greatest value over the greatest number of people’

VALUABLE RESOURCES

The Learning & Development Podcast

ABOUT THE GUEST

Rob Moors

Rob has been Learning & Development professional for over 20 years; with large organisations such as Sky, TalkTalk and the NHS, as well as a number of smaller tech security enterprises. Rob’s passion is that of bridging the gaps between training and learning; learning and performance; and performance and people.  

Rob is now Chief Learning Officer with Learn Do Get.

CONTACT METHOD

You can follow and connect with Rob via:

LinkedIn: https://www.linkedin.com/in/bobbymoors/

Company LinkedIn: https://www.linkedin.com/company/learn-do-get/

Website: https://www.learndoget.com/

ABOUT THE HOST

David James

David has been a People Development professional for more than 20 years, most notably as Director of Talent, Learning & OD for The Walt Disney Company across Europe, the Middle East & Africa.

As well as being the Chief Learning Strategist at Looop, David is a prominent writer and speaker on topics around modern and digital L&D as well as an active member of the CIPD L&D Advisory Board.

CONTACT METHOD

Twitter: https://twitter.com/davidinlearning?lang=en

LinkedIn: https://www.linkedin.com/in/davidjameslinkedin/

Website: https://www.looop.co/

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