Presenter
Larry Peters
Participants will learn: -To develop an appreciation for contextual issues in the journey from “developing” to “realized development” -An approach to facilitate moving to what I call the “development space” -To never again fall into the trap of thinking that it is only about what we do to develop people
Key Takeaways
- 1.Realized development ensures that organizational learning translates into actual workplace application.
- 2.Barriers that prevent the transfer of learned skills to real-world scenarios must be identified and dismantled.
- 3.A "development space" is an environment where authentic, continuous learning and experimentation can flourish.
- 4.Leaders can apply realized development principles by evaluating programs, providing coaching, and offering relevant assignments.
- 5.Focusing on practical application safeguards the organization's investment in learning and development.
Moving Beyond Hope to Realized Development
Dr. Larry Peters introduces the concept of "Realized Development," a framework designed to close the gap between employee development programs and their real-world application. This approach moves beyond simply offering training and focuses on ensuring that new skills tangibly improve performance. The core challenge addressed is the common failure of skill transfer, where knowledge gained in a course does not translate to daily work practices.
Identifying Barriers to Workplace Application
A key component of this framework is identifying the obstacles that hinder the successful application of learned skills. These barriers can prevent employees from using what they've learned, rendering development initiatives ineffective. By recognizing these challenges—such as a lack of opportunity, support, or resources—organizations can take targeted action to dismantle them.
Creating the "Development Space"
Dr. Peters advocates for creating a "development space" where genuine, continuous learning can thrive. This is an environment that encourages practice and experimentation, where failures are treated as learning opportunities rather than setbacks. In this space, employees feel supported to apply new capabilities, ensuring that development is not just a one-time event but an embedded part of the organizational culture.
How Leaders Can Foster Realized Development
Leaders play a critical role in putting these principles into action. They can:
- Critically evaluate current development programs to determine if learning is being actively transferred to work.
- Engage in open dialogue with teams to uncover specific barriers to skill application.
- Foster a "development space" by providing coaching, relevant assignments, and opportunities for experimentation.
- Recognize and reward employees' efforts to apply new skills and knowledge on the job.
- Assess progress against real-world performance metrics to ensure development leads to meaningful impact.
This session, featuring Larry Peters, delves into 'Realized Development,' a concept critical for ensuring that organizational learning translates into actual workplace application. It addresses the pervasive challenge of skill transfer from development programs to daily work, providing insights into identifying and dismantling barriers that hinder sustained growth and impact. This framework remains highly relevant in today's dynamic work environments, where effective talent development is paramount to organizational success.
What you'll learn
- Understanding Realized Development: Grasp the distinction between traditional development activities and true 'realized development' that leads to tangible outcomes.
- Identifying Transfer Barriers: Recognize common obstacles that prevent the successful application of learned skills and knowledge in real-world scenarios.
- Navigating the Development Space: Discover strategies to create an environment where authentic and continuous learning can flourish.
- Practical Application Techniques: Learn how to implement key levers and practical examples for moving theoretical knowledge into actionable work practices.
Who this webinar is for
- HR and Talent Development professionals
- Learning and Development (L&D) specialists
- Organizational Development practitioners
- Business leaders and managers responsible for team growth
- Individuals interested in maximizing the impact of employee development programs
Why it matters now
Effective talent development is not just about training; it's about ensuring that training translates into improved performance and strategic advantage. In an era of rapid change, organizations must continually adapt, and this requires employees to integrate new skills quickly and efficiently. The principles of realized development help safeguard investments in learning by focusing on practical application, reducing knowledge decay, and fostering a culture of continuous improvement essential for sustained organizational health and competitive edge. Larry Peters' insights provide a timeless framework for addressing these ongoing challenges.
How leaders can apply this
Leaders can apply the principles discussed by Larry Peters to critically evaluate their current development programs, asking whether and how learning is being actively transferred to work. They should engage in open dialogues with their teams to identify specific barriers to skill application, such as lack of opportunity, support, or resources. By proactively creating what Dr. Peters calls the 'development space,' leaders can foster an environment where experimentation is encouraged, failures are seen as learning opportunities, and progress is continually assessed against real-world metrics. This involves coaching, providing relevant assignments, and recognizing efforts to apply new capabilities, ensuring that development is not just consumed but truly realized and embedded into daily operations.
About this session
Key takeaways
Watching this webinar gives you grounded, practical perspective on Talent Management. Expect ideas you can use in leadership conversations, not abstract theory, drawn from Larry Peters's direct experience.
Who this is for
CHROs, HR business partners, talent leaders, executive coaches, organizational development practitioners, and senior leaders who are responsible for resources inside their organization.
Why it matters now
Workforce expectations, hybrid work patterns, and AI-driven change keep raising the bar on culture and leadership. Sessions like this help leaders make smarter, more evidence-informed decisions about Talent Management.
How to apply it
Use the ideas here to challenge a current assumption on your team, design a single concrete experiment in the next 30 days, and bring one finding back to your leadership group for discussion.
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