My friend Sukh just posted this piece on "Outputs vs. Outcomes". Essentially, what's the point of learning & development actions in the workplace if they don't create the outputs that are needed or desired?

Spot on. If you're not focussed on creating the needed or desired outcomes then you need to stop and think again.

However, being expert in learning and performance support also means that you know, with humans, that A+B doesn't always lead to C...

Learning isn't a nice controllable, linear process. It's organic by nature. It is iterative and dynamic. It requires a constant interaction to gather, understand, reflect, challenge, discuss, sense-make, apply, maybe learn and hopefully aid performance. It's not training!

Take a good look at the Learning & Development people in your or other organisations. Truly, who are the experts in Learning & Performance Support?