Why Performance-based Learning?

So, after 15 years in the learning space, I finally decided to jump into the fray with my own blog on all things learning. Technically, I suppose someone could nitpick and claim that since I titled the blog “Performance-based Learning” it must be about “performance-based learning” and not just learning. So what’s the difference? Why the distinction? Shouldn’t all learning be about performance?

Let’s start with the last question first. Yes. In a corporate setting, all learning should translate into performance. Just as you wouldn’t invest in new hardware for no reason, you shouldn’t invest in training for employees with an expectation of the same old performance and efficiencies. If there isn’t a demonstrable ROI, why do it?

Why the distinction? Well, for starters, too many people talk about students and learning when we should be talking about performers and performance. Even experienced people in this field sometimes talk about learning as if it’s an end rather than a means. Frankly, I’m tired of hearing about award-winning training – what about award-winning ROI?

The words “Performance-based Learning” are an attempt to cover a broad range of related concepts in an anagram-ish sort of way. It describes not only the end state: learning that results in performance improvements, but also the means, namely learning methodologies that rely on performance as a training technique. Or more succinctly: learning that results from performance and learning that results in performance, namely workplace performance.

This is where I’ve spent my life for the last 15 years – developing products, consulting, evangelizing, selling, presenting at conferences… Given the recent buzz from analysts in this area, it seemed that some clarify might be useful from someone who has been advocating this approach prior to it’s adoption as the latest eLearning fad.

So what’s the difference between “Learning” and “Performance-based Learning”? Ideally, none. Through real world examples, I hope to show the value of learning that impacts the bottom-line while also making the case for a broader view of learning that includes performance support, mentoring, human factors consulting, and process analysis. I hope that you find this blog useful. More importantly, I hope that you tell me I’m crazy now and then. None of us have all the answers on this stuff, but through dialog, maybe we’ll find that we have most of them… Happy reading.