- Tony Bingham, President and CEO of ATD
Notice the difference in the words: Talent Development vs. Training and Development. Talent Development focuses on developing performance for your talent not holding training classes. To drive performance takes more time, money and energy. It's difficult to measure and be held accountable for driving performance and easier to be held accountable for teaching a two-day workshop.
Skills can be taught, and motivators are a choice. Too many people are just pulling out some PowerPoint slides to throw content at their learners. Content is an evil word. No learner wants content, they want to get help improving their performance. Content may be relevant in a college setting, but not in an organizational one.
"What will the learner be able to do after their learning experience that they can't do now?" It all starts with the performance objectives derived to bridge the gap between existing and desired performance for that specific context. Finding that gap is not easy. Through engaging learning experiences composed of context, challenge, activity and feedback, learners experience memorable, meaningful and motivational performance change. Hard to do? Yes, but that's what it takes.