Before selecting a learning solution, the TD professional should determine what specific workplace behaviors the organizational leader expects to improve. “Business communications” is too broad to define an effective intervention without clarification.
The desired behavior might involve writing concise executive messages, conducting difficult conversations, presenting recommendations, communicating with customers, improving cross-functional collaboration, or another specific performance requirement. Clarifying the expected behavior enables the TD professional to evaluate whether an off-the-shelf program actually addresses that requirement.
Having learners review program goals does not establish whether those goals match the business need. Asking the leader to select a course transfers instructional-design responsibility to someone who may not have the necessary expertise. Aligning assessments with program goals is important, but if the program goals themselves are misaligned with the business requirement, assessment alignment will not correct the problem.
Effective talent development begins with desired performance, not with available courses. Once the required behavior is established, the TD professional can identify the gap, select or design an intervention, and establish evaluation measures that determine whether the required workplace performance changed.
Study Guide Topics: Performance Improvement; consulting; business alignment; desired performance; solution selection.
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