There once was a time when I didn’t respect the capability framework. I saw it as yet another example of HR fluff.
You want me to be innovative? No kidding. And collaborative? What a great idea! And you want me to focus on our customers? Crikey, why didn’t I think of that?!
But that was then, and this is now.
Now I realise that I severely underestimated the level of support that my colleagues seek in relation to their learning and development. As a digitally savvy L&D professional, I’ve had the temperament to recognise the capabilities I need – nay, want – to develop, the knowledge of how and where to develop them, and crucially the motivation to go ahead and do it.
But our target audience is not like us. While we live and breathe learning, they don’t. Far too many imho wait to be trained, and our boring, time-guzzling and ultimately useless offerings haven’t helped change their minds.
Yet even those who are motivated to learn struggle to do so effectively.
Sure, we’ve read about those intrepid millennials who circumnavigate the languid L&D department to develop their own skills via YouTube, MOOCs, user forums, meet-ups and the like; but for every one wunderkind is several hundred others scratching their heads once a year while they ponder what to put in their Individual Development Plan, before finally settling on “presentation skills”.
This is unacceptable!
While it’s admirable for L&D to be responsive to the business’s relentless requests for training, it’s time for us to break out of the cycle of reactivity. I put it to you that a capability framework can help us do that. It’s a tool we can use to be proactive.
If we inform the organisation of the capabilities that will improve our performance, enable individuals to assess these capabilities to identify those that are most relevant for their own development, and map meaningful learning opportunities against each one, we add value to the business.
In an era in which the ROI of the L&D department is being put under ever-increasing scrutiny, I suggest a value-added approach is long overdue.