Performance and Learning Dialogue
First of all, the performance discussion requires to be a dialogue between who produces the outcome and his coordinator/boss/superior. An exchange on what we wanted to reach, what we did reach & what are the main causes; input bottom-up and top-down, creating a joint understanding.
Secondly, in the same conversation the Learning dialogue needs to take place: What new method/Learning did we want to apply? Did we do that? Did it work well? Did we get impact? What changes and Learning is needed to further improve?
This approach creates a positive view on performance and stimulates a powerful Learning environment. in order to drive the Learning agenda and assure committment, the connected dialogue on performance is key. On the other hand, in order to drive performance, it is obviously very often not enough just to push. Looking for a new way of working, the successful application of the identified Best Practice as part of a continuous Learning journey, creates a positive direction of Learning for the individual as well as for the whole organization.
Frequently performance discussion focus mainly on the gap and on creating more pressure to achieve the intended goal. What seems a required goal from the top view, remains seen unachievable from the bottom-view.
Learning in the business environment very often suffers from inadequate attention: Learning comes form doing, needs repetion of the same method, without reminders and support, most Learners fail. So in the compbination of the two, the performance discussion can create the drive behing the Learning goal, while the Learning journey can create the positive spin on performance. Just like many sport professionals demonstrate every day!
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