{"id":10863,"date":"2017-04-28T21:01:38","date_gmt":"2017-04-29T02:01:38","guid":{"rendered":"https:\/\/trainingmag.com\/your-time-to-shine\/"},"modified":"2021-08-04T13:02:22","modified_gmt":"2021-08-04T18:02:22","slug":"your-time-to-shine","status":"publish","type":"post","link":"https:\/\/trainingmag.com\/your-time-to-shine\/","title":{"rendered":"Your Time to Shine"},"content":{"rendered":"<p>Learning leaders can\u2019t seem to shake a terrible habit. They keep trying to manipulate various business methodologies to their convenience. And then they\u2019re surprised when it doesn\u2019t work.<\/p>\n<p>They are doing it with the current flavor of the day: performance management. Even though Learning and Development (L&amp;D) is relevant to improving performance, many Learning leaders fail to understand that business leaders don\u2019t concern themselves about what people learn, but rather how they apply knowledge to improve performance.<\/p>\n<p>Actual performance management is more than simply shoving knowledge into people\u2019s heads and hoping they use it. Performance management is a business methodology that aligns to executing strategy, not a specific methodology created for L&amp;D. Performance management comprises various organizational activities essential to achieving business objectives where \u201cpeople\u201d performance is one component. Performance management focuses on four areas specifically:<\/p>\n<ul>\n<li>People<\/li>\n<li>Process<\/li>\n<li>Infrastructure<\/li>\n<li>Culture<\/li>\n<\/ul>\n<p>Together, these core elements lead to customer satisfaction and ultimately to financial success.<\/p>\n<p><strong>KNOW YOUR PEOPLE<\/strong><\/p>\n<p>Most business leaders say people are their organization\u2019s greatest assets. In reality, people are an organization\u2019s business drivers. Progressive business leaders recognize that motivating people is central to improving performance. And they recognize that knowledge and information drive competitiveness. Successful Learning leaders marry the two to drive value, show relevance, and foster a knowledge-curious environment within the performance framework.<\/p>\n<p><strong>KNOW YOUR PROCESS<\/strong><\/p>\n<p>Successful Learning leaders perpetually study their organization\u2019s internal processes (referred to as the value chain). They learn about what\u2019s done and, more importantly, how it\u2019s done. Essentially, they investigate how the organization creates value through its process to precisely identify targeted performance learning opportunities (see Porter\u2019s Value Chain: <a class=\"actionButton-color-dark-link\" href=\"http:\/\/www.valuebasedmanagement.net\/methods_porter_value_chain.html\">http:\/\/www.valuebasedmanagement.net\/methods_porter_value_chain.html<\/a>).<\/p>\n<p>Every performance framework will explicitly identify internal processes and the associated performance objectives. Learning leaders who zero in on these performance areas provide deeper insight into what employees need to know to function effectively.<\/p>\n<p><strong>KNOW YOUR INFRASTRUCTURE<\/strong><\/p>\n<p>People can\u2019t function properly if they don\u2019t have the proper tools, resources, and environment. Savvy business and Learning leaders recognize early and often what the organization requires to achieve peak performance efficiency.<\/p>\n<p>Successful Learning leaders work closely with operations to continually review infrastructure requirements, applying cost-benefit analyses. They understand that newer technology may improve a process but also may incur costs that exceed the proposed benefits.<\/p>\n<p><strong>KNOW YOUR CULTURE<\/strong><\/p>\n<p>Ever notice that your well-thought-through learning intervention failed to gain any traction within your organization? Chances are it didn\u2019t catch on because of your organizational culture.<\/p>\n<p>Performance expectations are driven by, and largely depend on, the type of culture business leaders set. For example, Silicon Valley tech companies set high performance expectations largely because they exist within competitive and fast-paced innovative environments. So within this culture, business leaders expect seamless learning interventions that fully integrate with employee efforts.<\/p>\n<p>Successful companies, such as Toyota, incorporate another performance methodology layer known as Lean Six Sigma. The \u201cToyota way\u201d is a leading example that effectively brings together people, process, and infrastructure. Its management philosophy and practices drive a continuous improvement and exceptional quality culture. And learning is far from an afterthought\u2014Toyota embeds learning within its processes and makes it part of the culture.<\/p>\n<p>Performance management didn\u2019t come about for L&amp;D\u2019s purposes, but it is every Learning leader\u2019s opportunity to shine. So rise and shine today!<\/p>\n<p><em>Ajay M. Pangarkar, CTDP, CPA, CMA, and Teresa Kirkwood, CTDP, are founders of <a href=\"http:\/\/CentralKnowledge.com\">CentralKnowledge.com<\/a> and <a href=\"http:\/\/LearningSourceonline.com\">LearningSourceonline.com<\/a>. They are employee performance management experts and three-time authors\u2014most recently publishing the leading performance book, \u201cThe Trainer\u2019s Balanced Scorecard: A Complete Resource for Linking Learning to Organizational Strategy\u201d (Wiley)\u2014and assessment specialists for <\/em>Training<em> magazine. Pangarkar recently was named <\/em>ELearning Magazine\u2019s<em> 2016 Thought-Leader. Help them start a \u201cWorkplace Revolution\u201d at <a href=\"http:\/\/blog.centralknowledge.com\">blog.centralknowledge.com<\/a> or contact: ajayp@centralknowledge.com.<\/em><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Performance management is more than a learning tool\u2014it\u2019s a business methodology that can bring L&#038;D to the forefront of achieving business success.<\/p>\n","protected":false},"author":35,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"cybocfi_hide_featured_image":"","footnotes":""},"categories":[12],"tags":[24],"class_list":{"0":"post-10863","1":"post","2":"type-post","3":"status-publish","4":"format-standard","6":"category-magazine","7":"tag-last-word","8":"magazine_issues-may-2017"},"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v25.2 (Yoast SEO v25.2) - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Your Time to Shine<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/trainingmag.com\/your-time-to-shine\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Your Time to Shine\" \/>\n<meta property=\"og:description\" content=\"Performance management is more than a learning tool\u2014it\u2019s a business methodology that can bring L&amp;D to the forefront of achieving business success.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/trainingmag.com\/your-time-to-shine\/\" \/>\n<meta property=\"og:site_name\" content=\"Training\" \/>\n<meta property=\"article:publisher\" content=\"https:\/\/www.facebook.com\/TrainingMagazine\" \/>\n<meta property=\"article:published_time\" content=\"2017-04-29T02:01:38+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2021-08-04T18:02:22+00:00\" \/>\n<meta name=\"author\" content=\"Ajay M. 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