L&D is all about performance at work. And who knows the most about this? The people actually doing the work. Our speakers on this session understand that, and will take you through how they explore people’s working lives to understand the tasks they do, and base any learning interventions on that. They could be found in content, conversations or something else – you can’t know until you’ve understood the jobs to be done, the people doing them, and the context.

Going to the source: designing learning experiences focused on performance

How do you design great learning experiences? The answer has very little to do with the look of content, and almost everything to do with how useful it is. Does it help people come back to work tomorrow with a smile on their face, ready to tackle their jobs better and more effectively?

How do you get to this sort of design? By starting with the person at the sharp end. Understand their work, and then provide the right materials and support to help them in whatever format is needed – resources, training courses or social networks for sharing the accumulated experience and knowledge of the business.

This session will explore how to seek out the issues that people face in their work and how to decide on appropriate interventions to help them. It will also look at a crucial enabling step: how to ease employees and their managers away from the assumption that learning only happens in a physical, didactic classroom.

• Key questions to unearth where learning can have the most impact
• Taking the jobs-to-be-done approach
• Mapping tasks, context and concept
• The crucial role of observation and how to do it well (and avoid doing it badly)
• Using data to check engagement and impact