Training Industry Magazine - January/February 2018 - 35

* Measures of quality, quantity and cost
* Knowledge and skill requirements
* Typical gaps
Additionally, organizational performance
and financial data should be used to
more fully understand the performance
outcomes and to correctly organize
and sequence them. As xAPI and
other business intelligence capabilities
continue to mature, the process for
creating and maintaining development
maps will evolve.
Traditional training design processes
(like ADDIE) don't work well as a
method for creating development
maps. Like the process for interior
design is different from the process
of creating an architectural blueprint,
development maps require a different
approach. The focus of a development
map is often the entire role and
accounts for all the development
and learning needs from day one to
mastery of the role, and that scope
requires the designer to approach the
design in a different manner.
A development map allows the design
team to engineer and sequence
learning and development experiences
- not just by linking one learning
objective to the next, but by linking
one aspect of the job to the next. This
mindset encourages the designer
to assemble the smaller building
blocks of courses and experiences
into larger models of learning and
ultimately to performance outcomes.
In part, the process requires
consideration of a wide range of
developmental modalities - both
formal and informal, as well as real
world work experience. Along the way,
tradeoff decisions must be made based
on availability of resources, budget
and projected return on investment.
Tricky though it is, development maps
provide an excellent opportunity to
judge the value of each aspect of
performance in comparison to others.
Some aspects require investment

while others can remain in the "figure
it out on their own" category.
BENEFITS OF A
DEVELOPMENT MAP

Business leaders, the L&D function and
the employee are all stakeholders who
benefit from development maps.

For employees

A development map is a practical,
simple to use tool that helps
them stage and put a timeline to
their growth in their role and in the
organization. Because development
maps
demonstrate
that
the
organization has done its homework,
employees often see development
maps as evidence of the organization's
commitment
to
their
success
and respond in kind with greater
commitment and higher engagement.

DEVELOPMENT
MAPS PROVIDE A
MEANS AND A
MECHANISM TO
CHANGE THE GAME.
For managers

For managers, a development map
simplifies
employee
career
and
development planning activities by
eliminating waste from the process and
saving time. By using a comprehensive
roadmap, managers and employees
avoid scouring the organization for
resources as they plan "what comes next"
in the employee's development journey.
Managers are able to help employees
make turn-by-turn decisions to reach
their destination.

tactical goals to important performance
and
learning
outcomes.
Since
performance outcomes can be traced
to business goals and are evaluated
using meaningful metrics, it is easier
to demonstrate measurable business
value. With learning outcomes set
inside the context of performance, the
impact of learning can more readily be
determined. Invariably, when the goals
and outcomes are tied to meaningful
metrics and results, perceived and
actual value goes up.

For L&D

Development maps also benefit the
L&D function. First, they depict a
common perspective shared with
business stakeholders that ultimately
simplifies communication with those
business partners. Second, since the
map can trace learning outcomes
through performance outcomes to
business goals, decisions regarding the
importance and value of development
activities can be assessed, ultimately
guiding L&D decisions. And third, when
dealing with ad hoc training requests
throughout the year, development
maps can be used to judge requests
based on how well the request fits (or
whether the request is redundant in
some way). Development maps are tools
that help L&D in their role as a trusted
advisor to their business partners.
CONCLUSION

When designed well, development
maps unlock and improve employee
performance and bring into balance
the goals of the business, L&D and
the learner. Aligning around business
and performance, development maps
provide a means and a mechanism to
change the game.
Kelly Smith and Brian Blecke are founding
partners and performance consultants at
Actio Learning. Email Kelly and Brian.

For business stakeholders

Business stakeholders can use the maps
to trace the organization's strategic and

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Table of Contents for the Digital Edition of Training Industry Magazine - January/February 2018