ABSTRACT
Learning has to be designed to a standard that aims for the highest probability of success. The best learning designers view their task from a very wide angle. Evidence-based organizational learning and development (OL&D) is founded on the tenets of probability theory. The standard advice from a Professional OL&D would be to improve performance, wherever possible, without any payment incentive. Intrinsic motivators should be called upon as a first resort as they are likely to be more sustainable in the long run. The most powerful way for an OL&DP to use real performance and added value measures though is to construct a simple performance curve and then become an expert in applying it to influence organizational thinking, learning and behaviour. Performance management works best in mature organizations where performance management is perceived as less of a big stick and more of a positive reinforcement of valuable behaviour.
