Results
What's now possible - with the right organisational learning strategy:
Positive impacts on your business and your people:
- Learning enables business growth
The enabler and accelerator for your Company’s ‘mission’ and values. Learning is increasingly recognised as supporting readiness for change, increasing knowledge sharing and improving team working.
- Learning investments align to business results
Learning connects and accelerates the business strategy, business priorities and performance goals. The learning strategy helps move learning from apart from ‘real work’ to embedded in the work.
- A clearly defined, target ‘learning culture’
What ‘learning culture’ means in practice for your organisation, its leaders and employees.
- A Learning and Development team with business impact
Focused on enabling and accelerating performance and culture change in the organisation. Moving from creating ‘training programs’ to building platforms for learning. Moving from a focus on managing and tracking ‘events’ to supporting work and results.
- Engaged and accountable stakeholders
Building shared understanding, engagement and ownership for better learning and better work – at all levels of the organisation.
- Effective learning approaches and tactics
Moving the Learning and Development team away from the traditional ‘training order taker’ role towards enabling and facilitating solving real business challenges.
- Identifying and developing the new capabilities the business needs
The learning strategy supports the organisation to become more ‘future ready’ – balancing focus between proven skills for today and the new capability needed looking forward.
- Deeper capability and confidence in the Learning and Development team
As leaders and enablers of the new learning strategy. Developing as business partners who lead by example – and help to change the culture.
The impact on Organisational Capability / Learning and Development leaders:
I advise and support Organisational Capability / Learning and Development leaders, helping them to refocus their efforts and fulfil their potential. This investment can add immediate value through:
- Dedicated, strategic focus
I bring structure, challenge and prioritisation to the critical work of developing your new organisational learning strategy and success measures.
- Increased clarity
I help to define and prioritise the role of ‘learning’ in your organisation and how the L&D function creates business value. I challenge you to agree your ‘anti-strategy’ – what you will stop doing.
- Increased confidence
I can provide new insights, approaches, examples, ideas and case studies which help you to make informed decisions more efficiently.
- Clearer choices
I support you to understand if your learning strategy supports both current priorities and the ‘future readiness’ of your business. I enable you to understand the opportunities, challenges and trade-offs associated with your choices of learning strategy and tactics.
- Aligned plans and accountability
I can co-create and, validate new learning plans and processes – that move your L&D team and your organisation towards their goals.
- Decreased risk of poor L&D investments
I ensure that you invest more strategically – in the learning provider partnerships, tools and technologies that align with your goals now and looking forward.