We all instinctively know that learning and development within the corporate space is ’supposed to’ make a difference. Yet, far too often the programs (not necessary the people) fail due to the following reasons. Some of these reasons are structural, but too many times it is just poor project management.
A primary reason many programs and courses fail is because there is no “Accountability”. Learning and Development departments think that they provide accountability by counting the number of seats in the program, or talking about how and why this program is valuable. But they fail in the correlation of the program to the participant job or position.
If accountability exists, then the second most prevalent reason programs fail would be evident. Most programs lack any type of “Monitoring”. I see many programs that do not have any requirements on monitoring the participants. Monitoring is not just watching the student sit in the program, and do some exercise. Monitoring is an actively engaging effort that is time-consuming, yet highly valuable. Monitoring is done by everyone involved: it involves the student, the direct supervisor and the HR department. The work is hard in this arena and yet the payoff is highest. It is a shame that far too many Learning & Development groups miss this. Monitoring is more than just happy sheets. It needs to include pre, mid or post program testing and a 30-60-90 day post program implementation of the concepts taught in a course and/or program.
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