L&D´s Pivot to Performance Episode 3 Anne-Marie Burbidge
The aim of this series is to highlight the important shift that some L&D leaders and practitioners have made in order to more predictably and reliably affect individual and organisational performance, achieving much more as a consequence. For the third episode, Guy Wallace and I speak with Anne-Marie Burbidge, Head of Learning & Development at Utility Warehouse (a UK-based multiservice utility provider) who draws on 15 years experience of running L&D teams. Anne-Marie is keenly interested in Agile principles and understanding how data can help us, using a range of tools and approaches to understand what's really going on in order to grow capability and confidence effectively. KEY TAKEAWAYS Often, training is only a part of the solution. It will not work if issues with the underlying processes are not addressed. Ask what good looks like. How will the improvement be measured? The more clearly this is defined the more targeted and effective the training will be. If you don´t think training is the answer, don´t be afraid to say so. Position yourself as a partner, as an enabler, within the organization. Don´t wait for the perfect situation before pivoting. Start small. Those little wins add up, build trust and ultimately lead to big changes. Find the keen bean in the organization, they will be a great early adopter. Build your internal network. Talk to users, people at all levels, and from all areas of the business. The more you do the more your understanding grows. Approach all of your conversations wearing opportunity goggles. Always be on the lookout for ways to improve things for the business. Don´t wait to be asked. Look at things holistically. When you find a solution to a problem, ask where else in the organization that problem exists, so the solution can be used there too. This is an important aspect of product management. Short videos are a great way to share those little bits of knowledge that smooth things out. When you do not fully understand the problem there are always unintended consequences. Identify what is being produced and measure that. Ask how can you tell good from bad results? BEST MOMENTS 'People can only perform to a level that the environment around them allows.' 'Understanding what the real problem is, leads you a fair way towards the solution.' 'When someone comes to you and says I need training, don´t hear training, hear help.' 'Pilot, test, experiment, and scale-up.' 'Good L and D is quite stealthlike in many respects, but you are also well networked.' VALUABLE RESOURCES The Learning And Development Podcast - https://podcasts.apple.com/gb/podcast/the-learning-development-podcast/id1466927523 David James David has been a People Development professional for more than 20 years, most notably as Director of Talent, Learning & OD for The Walt Disney Company across Europe, the Middle East & Africa. As well as being the Chief Learning Strategist at Looop, David is a prominent writer and speaker on topics around modern and digital L&D as well as an active member of the CIPD L&D Advisory Board. CONTACT METHOD Twitter: https://twitter.com/davidinlearning/ LinkedIn: https://www.linkedin.com/in/davidjameslinkedin/ Website: https://www.looop.co/ L&D Collective: https://360learning.com/the-l-and-d-collective/