Episode description
Episode description
The aim of this series is to highlight the important shift that some L&D leaders and practitioners have made in order to more predictably and reliably affect individual and organisational performance, achieving much more as a consequence.
For the fourth episode, Guy Wallace and I speak with Dawn Snyder. Dawn consults on learning and performance strategies, curriculum architecture, performance assessment, evaluation, and change management and has a proven track record of bringing practical, cutting-edge solutions to organisations that want to take performance to the next level. She helps these organisations achieve results using an interdisciplinary approach and is the go-to consultant for initiatives that impact global learning and performance and talent development.
KEY TAKEAWAYS
Approach all of your work through a performance mindset.
Create research strategies that focus on the problem and the results, you need to achieve e.g. gap analysis and cause analysis.
Structured interviews, followed by validation of what is gleaned from them is essential.
Look at all of the data that relates to the problem at hand/the objective. Dawn explains how to do this without being overwhelmed.
Behavioural and performance issues, e.g lateness, should be addressed immediately, that means during induction and training.
Training a new hire to handle everything, including rarely performed tasks is a mistake. Focus on the core tasks.
Training has to be an opportunity for people to practise what they will actually be doing. Not just theory-based.
Most training is too heavy on the content and way too light on practice time.
Training criteria are not dictated by trainers. It is dictated by what has to happen on the job.
L&D done right, often results in systems and work environment changes.
Starting small, with stakeholders who are willing to do things differently, creates small wins that snowball.
BEST MOMENTS
'I was very interested in the fact that educational systems can empower and enable people or they can disenfranchise people. '
'Look at any data that informs that performance.'
'if you take people and train them to do X, but you actually reward them for something different, you can pretty much kiss that training effort goodbye'
'We reverse engineered all the practices and all the content to be geared towards preparing them to do those things that they had to do on the job.'
VALUABLE RESOURCES
The Learning And Development Podcast - https://podcasts.apple.com/gb/podcast/the-learning-development-podcast/id1466927523
EPISODE RESOURCES
You can follow and contact Dawn via:
LinkedIn: https://www.linkedin.com/in/dawn-snyder/
Website: https://www.dawnsnyderassoc.com/
Books Dawn Mentions:
https://www.amazon.co.uk/Serious-Performance-Consulting-According-Rummler/dp/1890289167
https://www.amazon.co.uk/Human-Performance-Improvement-Building-Practitioner-ebook/dp/B079H317YH
https://www.amazon.co.uk/ounce-analysis-worth-pound-objectives/dp/B00070OSJM
International Society for Performance Improvement - https://ispi.org/
The Association for Talent Development - https://www.td.org/
The Learning Development Accelerator Organisation - https://ldaccelerator.com/
The Hale Center - https://halecenter.org/
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 Officer at 360Learning, David is a prominent writer and speaker on topics around modern and digital L&D.
CONTACT METHOD
Twitter: https://twitter.com/davidinlearning/
LinkedIn: https://www.linkedin.com/in/davidjameslinkedin/
L&D Collective: https://360learning.com/the-l-and-d-collective/
Blog: https://360learning.com/blog/