{"id":216447,"date":"2022-07-19T09:15:00","date_gmt":"2022-07-19T08:15:00","guid":{"rendered":"https:\/\/letstalktalent.co.uk\/?p=216447"},"modified":"2023-03-23T14:27:32","modified_gmt":"2023-03-23T14:27:32","slug":"how-to-create-high-performance-from-your-ld","status":"publish","type":"post","link":"https:\/\/letstalktalent.co.uk\/blog\/how-to-create-high-performance-from-your-ld\/","title":{"rendered":"How to create high performance from your L&D"},"content":{"rendered":"\n

Aligning your L&D strategy to your business goals<\/h2>\n\n\n\n

Learning and Development (L&D)<\/a> isn\u2019t just a buzzword added on job postings to boost your rewards and benefits package. It\u2019s a very real, very powerful attraction and retention lever. Let\u2019s face it, salary alone is no longer the main consideration factor when it comes to attracting or retaining the best talent. Businesses worldwide are having to put their best foot forward to present current and future employees with great career and development opportunities as part of their basic offering, and L&D is a key part of that offering. <\/p>\n\n\n\n

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But a good L&D strategy isn\u2019t just a recruitment tool: it\u2019s a way to future-proof your organisation. It highlights key skills gaps so you can take action and proactively fill them, and can help you improve both individual and organisational performance.  <\/p>\n\n\n\n

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However, your L&D model does require careful planning. It\u2019s not just about providing a ton of flashy cool courses on trendy topics. As Jo Taylor, MD at Let\u2019s Talk Talent (LTT), likes to say: \u201cIt\u2019s about resources, not courses.\u201d And here, your strategy should be built around one goal: generating high performance for your business.<\/p>\n\n\n\n

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What is high performance?<\/strong> <\/h2>\n\n\n\n

According to Forbes, high performance is about consistently meeting goals, working cohesively as a unit and being engaged in the work<\/a>. It\u2019s about hitting and surpassing targets, and going beyond and above what is expected. High performance requires constantly improving upon current standards, challenging yourself, being engaged and motivated and contributing to reaching organisational goals in a meaningful and valuable way. <\/p>\n\n\n\n

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So how do you ensure your people have the right skills, capabilities and knowledge to do just that, whilst also feeling motivated to learn and develop with you?  \u201cIt\u2019s fairly simple,\u201d says Jo. \u201cYou need to use L&D to attack on all fronts.\u201d <\/p>\n\n\n\n

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Performance cannot be achieved in isolation <\/strong><\/h2>\n\n\n\n

There are three distinct performance pillars, each of which an essential part of the performance equation: <\/p>\n\n\n\n

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  1. Individual performance <\/li>\n\n\n\n
  2. Team performance <\/li>\n\n\n\n
  3. Organisational performance<\/li>\n<\/ol>\n\n\n\n

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    In order to generate and maintain a culture of high performance in the workplace, your L&D model does need to take all three of these pillars into account. <\/p>\n\n\n\n

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    How can L&D be used to generate high performance? <\/strong><\/p>\n\n\n\n

    L&D is one of your most powerful assets when it comes to increasing individual, team and organisational performance. However, each of these pillars need to be tackled individually, using specific tactics. Below are our top tips on how to generate high performance in all three areas. <\/p>\n\n\n\n

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    1. Individual performance <\/h3>\n\n\n\n

    To perform, people need to know where they fit in, and have the tools they need at their disposal to increase their contributions to organisational objectives. <\/p>\n\n\n\n

    A few L&D tools to use to improve individual performance: <\/strong><\/h4>\n\n\n\n

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