infLuencing to combat pooR pRefoRmance

I’ve talked about the eight factors of poor performance before.  At least I believe I have.   It’s essentially looking at the eight factors (skills/knowledge, capacity, attitude, motivation, conditions, standard, feedback, measurement) and realizing that training only captures the first two and the rest are simply things we must influence to help people improve.  *whew – that was a quick overview of something fairly complex*.

What’s challenging is being able to wield that influence.  Yes, it’s a utopian view of learning to say “we need to influence that”; no one debates that it isn’t quite that easy.  The greater question is “how will we influence that?”.

As a new member of a fairly new team, I’ve been noodling on this question quite a bit.  It seems to me, as I reflect on training I’ve given and received about influence, that relationship and emotional intelligence is key.  But what does that MEAN?

As a learning partner, it means that I have to have a relationship with the business in order to exert influence.  It means people have to want my opinion.  I have to add value.  I can communicate those things and suggest solutions all I want, but until someone looks at what I’ve done and sees value in it, it’s just words in the air.  I have to start small, build some meaningful learning experiences, and show their value.  Eventually, that turns into a seat at the table and more people willing to listen to my advice and consultation about the other 6 factors as I’m working on my 2.


shifting focus

This week, I made the jump between companies and titles.  I left a 30+ person established learning team to become the fifth member of a brand new learning and development team.  Completely exciting, entirely overwhelming, and absolutely the stretch and learning opportunity I was looking for.

One of the things I’m thinking about this week is competencies. How to, and who should, create them as well as things like how they co-relate to job descriptions, performance support, learning objectives, and assessments.  How to, I guess, create and use them well as we are developing culture.

Another thing I’m thinking about is how I arrived at where I am today, professionally.  From a learning perspective, what training could I create to help people along as they seek to become learning professionals.  So much of what I learned wasn’t taught in eLearning or books or seminars – but trial and error and necessity.  How does someone like me transfer my learning to others in a way that’s both tangible and useful?