Be careful about L3 and L4

A great piece of learning I got in talking to a learning / training veteran – It goes like this:

Business leader: ‘I am sending people to your programs. Can you guarantee that they will do what they learn (i.e. L3) and perform better (i.e. L4)? Oh, and how are you going to prove such to me?’

Learning consultant: ‘You tell me. You have your reasons in why sending people to programs. And you are the one who control the environment in how they transfer the learning into the workplace.’

The above may be a bit extreme. But there is some truth in it. Conversely speaking, problem will arise if as a passionate learning consultant, one promises to produce and measure L3 and L4 result. He takes away the business leader’s responsibility in clarifying what specific result he tries to improve and providing the necessary support for learning transfer. It is like a stationery store selling a pen to a dad for his kid. And the store keeper is trying to promise to the dad that the kid will use the pen and will win the caligraphy award. It is tempting to be so helpful but it could actually be…… not helpful….

I experienced it before. Lesson learnt.


One Reply to “Be careful about L3 and L4”

  1. Human resource development professionals needs a much longer lever to be able leverage the performance improvement. Human capability is only 1 of the 5 variables in human performance systems (the other 4 are input, output, feedback and reward), and human performance is just 1 of the 3 levels of organization performance ( the other 2 levels are organization and process). It is a bulb of lightening also a alarming to both the line managers and HRD professionals.

Leave a Reply

Your email address will not be published.

* Copy This Password *

* Type Or Paste Password Here *