Chapter 7 - Crafting L&D Practitioner Skills Flashcards
What is the difference between “knowledge” and “learning” in the context of L&D?
Simply providing information or reading material doesn’t equate to learning; there is a science and craft to making learning stick. It is the L&D practitioner’s responsibility to develop their skills to ensure learners’ success
Why is the L&D industry described as having “minimal barriers for entry”, and what impact does this have?
Anyone can call themselves an L&D practitioner without needing credentials. This is both an opportunity and a challenge that impacts the professionalism of the industry
What are the three key elements in developing the skills necessary to analyze and solve problems?
Education, practice, and experience are the key elements for developing skills to analyze problems
Describe the L&D Maturity Level Model and its purpose.
The model serves as a framework to evaluate a practitioner’s path toward becoming a Trusted Learning Advisor. It includes five stages: Training Administrator, L&D Practitioner, L&D Business Partner, Learning Consultant, and Trusted Learning Advisor. Each level represents a different approach to L&D within an organization
What are some key characteristics of a “Training Administrator” (Level 1 in the Maturity Model)?
A Training Administrator is operationally focused, follows orders, and uses pre-designed training content. They do not engage in needs analysis, and the learning is often reactionary
What are some key characteristics of an “L&D Practitioner” (Level 2 in the Maturity Model)?
An L&D Practitioner begins to use science-backed principles for more effective training, measures outcomes, offers personalized development plans and uses practices like blended learning and performance support tools
What are some key characteristics of an “L&D Business Partner” (Level 3 in the Maturity Model)?
An L&D Business Partner embeds themselves in the business, understands its objectives, and connects L&D initiatives to business strategies. They pay attention to key business metrics and minimize L&D jargon
What are some key characteristics of a “Learning Consultant” (Level 4 in the Maturity Model)?
A Learning Consultant acts as a consultative business partner, applies knowledge and experience from previous levels, conducts needs analysis, and uses design thinking with clients
What are some key characteristics of a “Trusted Learning Advisor” (Level 5 in the Maturity Model)?
A Trusted Learning Advisor has skills and knowledge from previous levels, plus advanced power skills such as communication, critical thinking, and empathy. They consult on performance problems before a solution is considered and may suggest solutions other than learning
What are some key L&D knowledge-based skills you should be competent in?
Examples include learning theories, instructional design, organizational development, adult learning principles, evaluation and measurement of learning, and change management
What is a “practitioner’s toolkit” in the context of L&D?
A toolkit is comprised of resources available to L&D practitioners for problem-solving, including concepts, methodologies, frameworks, and tools. Practitioners need to have a broad awareness of tools and their appropriate application
Why should L&D practitioners remain agnostic towards specific tools?
Being open-minded and choosing the appropriate tool for each situation is critical. If the only tool you have is a hammer, it is tempting to treat everything as if it were a nail
What are some key points to remember as an L&D practitioner?
You should strive to develop both theoretical and practical skills, continuously evolve, use assessment tools to measure progress, and build a comprehensive toolkit
