Myth 1 – Leading learning and development is plain sailing
Many industry leaders are of the opinion that leading learning and development programs is an easy job. Some of the leaders do not have a clue about what it really is about and those who are receptive to this kind of learning themselves consider it a piece of cake, which is not the case at all.
The fact of the matter is that those in charge of L & D programs need to cultivate certain personality traits and have to be a multi-tasker and approach the position with a sense of humility. You should know how to run the organization off a culture of growth and development and here comes your crucial role as the initiator of L & D programs to encourage fellow workers and peers to get into meaningful training while you embrace new learning methods and technologies.
Learn to lead successful learning:-
• Analysing employee performance and understanding their learning needs
• Effective communication and better collaboration for effective initiation of L & D programs
• Keen eye on changes and proper intervention from L&D perspective
Myth 2 – I pick the latest model for my organization
Learning and Development is about driving continuous learning through constant assessment and research and going with the rapid change and re-examining the traditional beliefs.
Recommending the latest L& D model is not enough and as a leader you need to have a deeper understanding of organizational needs instead of sticking with the ready-made model.
Organizational alignment brings maximum impact and you need to keep the focus on challenges that your organization faces and the explicit goals it has already set.
The focus of Learning and Development should be to upgrade the skills of the workforce and help them grow along with the organization.