Catherine Mattiske is the inventor of the globally acclaimed instructional design system – ID9 Intelligent Design. This inventive, research-based system creates corporate training that delivers exceptional results.
Catherine founded The Performance Company (TPC) in 1994, serving clients worldwide with offices in Australia, Los Angeles, New York, and London.
As a globally recognized training expert, her focus is on energizing and influencing organizations to change employee behaviour to drive business results and achieve goals.
Sought after as a consultant advising the world’s largest organizations on their L&D strategy, Catherine is also the author of 31 published books. These include the 27 part Learning Short-take™ series, the best sellers, Train for Results, Training Activities That Work, Leading Virtual Teams, and her latest book –. Unlock Your Inner Genius, published in 2021.
What L&D Leaders are doing wrong or where companies go wrong with learning and development?
Catherine recognises that there are many fairly fundamental issues in organizations. The preliminary aspect is to understand the value of learning in the organization. How do they truly value learning? Do people show up for learning? What's the no show rate? What's the feeling around learning and development programs that are put on by L&D or HR?
Feedback loop and communication lines for setting up your L&D process
The senior leaders always focus on a simple question, ‘What do you need to do your job better to achieve our visions and goals?’ The key to this question is learning and performance. Adults learn, all day every day. Even a small google search provides them with new knowledge. However, when they are told to undergo a training program for learning, a resistance starts creeping in. There is no more the same level of curiosity, motivation and engagement. Because to read and understand is no longer a training program now, since there are no behavioural changes experienced by the participants.
The virtual L&D paradigm
During the beginning of the pandemic, the actual training schemes were converted into virtual programs just by putting all the related information in slides, presented during zoom calls. However, this did not prove to be helpful, since there was no interaction between the parties. ‘Check the box- I did the training’ became the approach. There was no value in such programs, no one learnt anything new from such virtual activities.