Archive for category L&D Capability

Assessing my Skills Using the LPI L&D Capability Map

The Learning and Performance Institute (LPI) is a global professional association for learning and development (L&D) professionals.  In 2012 they created the LPI L&D Capability Map to provide a global view of the skills needed to deliver modern workplace L&D.

Earlier this year I led a project to refresh the LPI Capability Map.  (Yes, I need to post about that fabulous experience!)  The updated Capability Map was launched in early October 2018.  It contains 25 skills across 5 categories as per the image below.

I’m now preparing to facilitate my first team capability assessment using the updated Map.  It’s a good opportunity to work closely with the LPI to fine-tune the team assessment process.  As part of my preparation I completed my self-assessment against the Capability Map today.  Anyone can do a self-assessment free of charge by going to this link.  There is a fee for the team assessment.

What I saw in my self-assessment

It took me 30 minutes to complete the self-assessment.  Recommend you allow 45 minutes.  

My self-assessment confirmed my gut feel for my key strengths – in the Strategy & Operations  and Support Continuous Learning categories.  It also validated my high priority gaps.  I got value from self-assessing as it clarified my ‘gut feel’ and helped prioritise skills to be developed in next 6 months.

L&D skills have expanded in recent years.  It’s no wonder that L&D ‘teams of one’ struggle to provide a full, modern learning service in their organisation.  Similarly, as an individual I can be selective about which of the gaps in my skill set are important for me to fill and where I will source skills from elsewhere to supplement my own when necessary.

Next Steps – My Development

I’ve downloaded my personal competency profile from the assessment platform. My next step is to create a simple development plan. Two key priorities for me are Marketing and Communications and Data Analytics.

I’ll use resources on Marketing shared by Shannon Tipton on her Learning Rebels website. I am already learning a lot about Marketing working with Karen Moloney on the Learning Uncut podcast.

For Data Analytics Trish Uhl, PMP, CPLP is good to follow. I’ll find a short online introductory Data Analytics course and do the next 1-day Data Analytics for Learning Professionals course offered by the Australian Institute of Training and Development.  I will also will start doing more with data analytics on current projects – applying skills immediately to consolidate them.

When you’ve done the assessment I’d love to hear what you got out of it.  You can share below or post on LinkedIn or Twitter and ping me.

, , ,

No Comments

LPI L&D Capability Map – Consultative Approach

Over the past three months I’ve project managed a refresh of the Learning and Performance Institute’s Capability Map for Learning and Development professionals…  Yeah, the full title is a mouthful.  It abbreviates to ‘LPI L&D Capability Map.’  I’ve been narrating my work on this project on Snapchat (where you can find me as @michelleockers6).  I’ve downloaded my daily Snapchat videos and intend to create a single video narrating the refresh process from my experience as the Project Manager.

For today’s daily dispatch I won’t give a lot of background to the project as it would turn this into a lengthy post.  The brief version ….  In 2012 the LPI development a Capability Map to define the skills required in a L&D department.  They published it on their website and made it freely available for people to self-assess.  In the six years since it was published there have been a lot of shifts impacting the role and skillset of L&D.  Recognising this, the LPI decided to refresh the Capability Map.

The approach taken has been highly consultative with leading L&D practitioners and people who have used the Capability Map around the globe.  Consultative mechanisms have included the following:

  • Open survey to gather feedback on skills described in the 2012 Capability Map.  Survey was sent to approximately 3,000 people who had self-assessed using the Capability Map.  It was also posted on LinkedIn with an open invitation for anyone interested to provide feedback.
  • Steering Group consisting of 22 leading L&D practitioners who reviewed feedback, provided guidance on changes required to the set of skills and shifts that needed to be reflected in skill descriptions.  The Steering Group also endorsed the updated Capability Map.
  • Working Groups consisting of approximately 50 people (including some Steering Group members) who drafted new or updated descriptions of skills within their area of expertise.  This was an intensive activity with Working Group members collaborating across countries and time zones to  complete skill descriptions in two to three weeks.

Continuing the approach, when the LPI L&D Capability Map is launched in October 2018 a four month ‘Consultation Period’ will occur where people using the refreshed Capability Map will be invited to provide feedback on usability.  This feedback will be used to refine (or ‘tweak’) the Capability Map.

All Steering Group and Working Group members are volunteers who recognised the value of the Capability Map to the L&D profession and were willing to contribute to the project.  It’s been an absolute pleasure to engage with so many people and to be privy to many good discussions about the skills needed now and into the next two-three years in the profession.

Note – look out for more on the updated Capability Map on LinkedIn and Twitter in October.  Posts will use hashtag #LPICapMap


No Comments

Michelle Works Out Loud – DD#2 L&D Capability Assessment

One aspect of my work is to help build capability in Learning and Development (L&D) teams in organisations.  In a classic case of the cobbler’s children not having shoes, often there is no capability framework or development pathway in place for L&D function or roles in an organisation.  A client has asked me to create an L&D capability framework and development pathway for their use.  Since starting to explore this need I am finding other organisations that have the same need.  Rather than create something bespoke I’d like to use an existing generic / industry framework, with adaptation if necessary.  Why create something from scratch if you can meet the need with an existing tool?  Taking it a step further, I wonder if I can find a generic development pathway against an L&D capability framework that uses as 70:20:10 approach, providing a range of ways that specific capabilities can be developed through a mix of experience, exposure and education.  If this was supported by a range of good quality curated resources with links to relevant, active online communities and networks it would be a powerful resource.  Who else would find such a resource valuable?

Starting with the L&D capability framework, one that I have used both individually and with teams is the Learning and Performance Institute’s (LPI) Capability Map.  The LPI developed this tool in 2012 as an online self-assessment diagnostic tool to help L&D practitioners assess and benchmark their capability against 27 skills.  It reflects the breadth of skills required in a modern L&D function. The descriptions of capability at four levels against each of the skills are clear and help flag what’s needed to move to the next level should this be your goal.  When using it with a team I’ve had each person complete the free assessment and send their personalised reports to a coordinator who collated the results to produce a diagnostic ‘map’ of capability across the whole team.  We used this an input to our annual planning session, doing a gap analysis of current L&D capability to what we needed to deliver on our annual plan, and creating a prioritised team development plan.  The LPI provides a paid team Capability Assessment service.  Today I spoke with Leon Boland at the LPI who is sending me information about the process and output from the team assessment, so I can decide whether to present this as an option to my client.

However, the piece that the LPI does not have in place currently is any form of development pathway or toolkit against their Capability Map.  I’m now exploring whether they have a desire to develop this resource, and how I may be able to help with this.

How have others tackled the need for an L&D capability framework and development pathway?  Can anyone recommend other resources that may help to meet this need?

No Comments