The imperative for L&D professionals...
L&D Leaders don't follow their own science. The 70:20:10 principle says 70% development happens on the job. And yet, most L&D professionals focus 80% of their time and energy on the 10 and 20 percent. Chasing workshops/training and coaching/mentoring.
It is now time for the L&D teams to recognize that they need to integrate with the talent team. I actually think the L&D function should, by design be subsumed under the talent function.
L&D professionals should own the responsibility of identifying which skills/competencies are tested and developed in specific roles across a career trajectory. They should map and know with certainty, which exposure unleashes which potential traits/competencies. And they should invest 80% of their time in mapping growth/potential needs of their constituents to career-moves/assignments which help drive development.
ONLY when they do this, will they be focusing on the 70% that is development on the job!
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4yThis is very apt Gurprriet Siingh (He/Him/His), at the right time. I would say both talent and primarily the Business. I really like the skills matrix (L1-L5) that is prevalent and relevant in most technology companies and the way the skills are attuned to what the business wants and aims at, that is where 80% of on the job technical skill enhancement happens, may be similar skills matrix (a post card size) can also prototyped and defined for behavioral skills/Leadership skills as a ready reckoner. Most of the employees may not be even aware of a competency directory which only comes to them in bits and pieces during assessment centre run. This is something that I check with the participants when running an AD and it affirms that CD is something like a blackbox.
Certified HR Business Partner with a focus on collaboration on Business Strategies and Employee Engagement
4yI've always struggled with this, and wanted to see more thought and attempt at creating avenues for cross training, driving efforts towards understanding capability, aspiration, skill. It's a vast topic to explore and I know there may be a lot of work already being done by organisations in this space, but I agree with you. Also, how often to organisations really evaluate their existing training programs? It's a fast paced worked we live in- needs, technologies change. Do the training programs keep up?