I recently viewed a video from Josh Bersin which really got me thinking. Josh talks about capability replacing L&D and training. Is he right or is this just another rebranding of what we’ve always been doing?
Josh Bersin is a long-time and well-respected commentator and researcher within the HR, Talent and L&D space. I recently watched a number of Josh’s videos where he was making a number of predictions.
I know from experience that playing at crystal ball gazing can be a path strewn with problems but it’s something we all do from time to time. Josh made the following prediction:
Prediction 2: Integrated Capability Development Will Replace Traditional Training
Josh explained how capability was the key issue for companies, not training. He explained that it doesn’t matter how many training courses you’ve been on, it’s what you can do that makes the difference to your organisation. As a result, we need to replace training with capability development.
OK, I don’t disagree with Josh’s general approach – of course companies need to develop capability – but isn’t that what we’ve been trying to do over the years with training and L&D? I know I have!
And, just when we’re trying to get organisations comfortable with L&D, do we really need to change the sign over the door to “Capability Development” – or are we merely rebranding what we do because it’s a hell of a lot easier than delivering? Come on, profession – let’s stick to one name rather than adding to the confusion. We know that surveys are showing that only 18% of businesses feel they have L&D departments that were operationally aligned to their business. Just changing the name doesn’t change the problem.
Yes, we need to develop capability – no argument there. But until we, as L&D professionals, really deliver on our promises it won’t matter what we call ourselves or what we do – we’ll still be the ‘pink and fluffy’ brigade talking our own language and being laughed at by others.