Recently, I’ve been thinking about the work that we do within in the field of L&D. Usually, we add up all the ‘things’ we’ve produced and tell others within our organisations about all the work we’ve done. Unfortunately, many L&D teams talk in terms of outputs instead of outcomes.

But what’s the point of making more ‘things’ if they don’t make a difference in terms of performance? A big part of the problem is that the starting point and consequently the focus of our activities is on content.

There must be a better way.

In my previous two posts (One and Two) I reflected on questions that we could ask ourselves to improve the work we’re doing. Since then, I thought about how I could bring a range of techniques together to answer those questions. As a way to make sense of my thoughts, I’ve come up with a framework that, in my mind, does those things. I call it the ‘Use framework for performance solutions’ and it’s based on four simple questions.

Within each question I’ve attempted to define the components and the activities (developed by others) that will help answer the question.

Who are the Users?
This question unpins the others. It’s the foundation for the work we do. How can we improve people’s performance if we don’t find out about them? What are their characteristics? What’s their context? How are they currently performing and why? What’s the desired performance?

Users also play a role in helping to answer the other questions rather than relying on subject matter experts or our own perceptions.

Is it Useful?
How can we create something that will be helpful in improving performance? For something to be useful it needs to have a purpose and solve a problem for the end user. Maybe the underlying problem can’t be solved by L&D at all. It also needs to be relevant the role that the person is performing.

Is it Usable?
This area takes in several others – the experience itself, the ease of use, how it’s written and that it uses evidence-based learning design.

Is it Used?
How can we ensure our solutions can be found and easy to use when needed? How do we know it’s making a difference? For this section, I’ve split it into three parts. The first is making people aware of the existence of the solution including nudges when the time is right. Secondly, people need to be able to find the solution and use it when they need it. Thirdly, we need to find out the impact the solution is having. What are people doing differently now? Gathering data will inform us of the change and will tell us where improvements need to be made.

Some feedback I’ve already received suggested that the framework could be used in discussions with stakeholders – it could, I hadn’t thought of that. It’s is a work in progress so will continue to evolve. But for now it makes sense to me. What do you think?