PERFORMANCE is the process of progressing towards a meaningful goal.
Performance is different to learning.
When we focus on learning, we focus on topics, following our curiosity, and seeing what we might discover. There is nothing wrong with this. But training for learning is a luxury expense. When the training is not clearly linked to business goals, it is one of the first things that gets cut when budgets are tight.
When we focus on performance, we focus on goals, diagnosing the gap between the current state and the desired state, and designing a solution to bridge that gap. Training for performance is a necessity. When the training is clearly linked to business goals, there will always be a budget for it, even when budgets are tight.
In the first step of the Performance Needs Analysis, we got our stakeholders away from topics and focused on problems. But not every problem is a REAL problem. Many problems are just headaches. A REAL problem is something that stops the business from achieving its goals.
When we summarise what goals are important to the business right now, we can look back on the problems we listed and ask “Which of these problems are stopping us from achieving our business goals?”. We may start with a list of 12 problems, but by asking this question discover only 4 of them are REAL problems.
Now, we can focus on solving REAL problems, and helping people and the organisation progress towards meaningful goals.