Leaders of organisations around the world understand the strategic need to build capabilities in their organisations to remain competitive. There are many methods used to build capabilities and on-the-job training remains very common. Strategy that is designed without learning is seriously flawed.
Online learning is a key part of any strategy to build capability. In my experience, many organisations start out with a compliance focus for online learning. When moving to include other purposes for online learning, e.g. leadership development, it is critical that a framework is developed to support the learners and measurement of outcomes.
How do you create a learning strategy that will help drive performance and be fully aligned with your strategic objectives?
– Build your learning plans based on customer feedback and adapting to changes in expectations that customers have in dealing with your organisation and your competitors.
– Assess how much of your learning and development resources are allocated to frontline employees. Performance increases in your frontline employees are often easier to measure and possibly faster to achieve.
– When you develop learning plans, align the curricula to strategic objectives. A capability gap analysis is going to provide more accuracy to aligning learning with strategic objectives. I like to see capability gap analyses performed as part of a strategic planning project.
– Learning and development needs to be predictive. Your strategy is designed to keep your organisation competitive. I recommend you drill down from macro-environmental changes in your market all the way down to succession and recruitment needs within a time horizon that makes sense for your business.
To support your learning strategy and sustain performance improvements, I suggest the following:
– Consider incentivising self-directed learning. There are so many effective ways to do this.
– Standardise learning processes as much as you can to assist in measurement. You may choose different target populations for standardisation as opposed to standardising across the organisation.
– Some of the most effective capability building strategies include directly linking learning to the performance management process.
– I encourage my clients to build learning more deeply into the fabric of a culture by adding learning engagement to the key objectives for managers. I have seen excellent results when managers include learning in their weekly and/or monthly team and individual meetings or catch ups. The benefits achieved include higher levels of learning engagement and a feedback loop on learning experiences and future needs.
– Encourage blended approaches to learning by identifying subject matter experts in your organisation. You might consider adding communities of practice or a coaching/mentoring program to leverage knowledge in support of learning activities.
If you would like to discuss these ideas or want to explore implementing a new learning strategy in your organisation, you are welcome to get in touch with me via the contact details on this site.
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