Let’s explore how to build a performance approach in your L&D work.
This continues my exploration of evolving workplace learning to performance engineering.
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What I learned in 2020
Well, what a year that was! Probably a slight understatement but it’ll be a year we won’t soon forget and one forever burnt into our history.
I’ve heard many people say that 2020 has been a lost year.
However, I can’t agree with this. I don’t think it’s been lost, rather I think it’s one that’s presented a variety of opportunities, and time (whether good or bad) to slow down to assess how we’ve been living up till now.
So, with the turbulence of 2020 comes a somewhat diverse set of learnings from my own world in the last 12 months. Here’s a few that I believe are worth sharing.
I’m often asked where I get my inspiration from and who are my influences.
This is a hard one to answer, not because I don’t have any but because I have too many.
The most important factor, which I find is hardly ever discussed when looking to create personal, cultural and organisational change, is measuring the current level of curiosity.
In most cases we need to craft curiosity around the outcome you wish to achieve.
You’re probably aware of this already (or I hope you’re at least!) but people are mostly motivated by self interest.
Recognising that we are missing out on something that others in our community are a part of is a massive motivation in taking action.
In keeping with a loose tradition that I’ve cultivated over the last few years, I present the latest installment in my “Predictions for the world of learning, education and development in 2021”.
Now when I sat down this time in 2019 to share my predictions for 2020, I never imagined we would get the year we did. But, I mean, who did, right?
