Results
Typical outcomes from investing in a new, connected approach to organisational learning:
For your business –
- Learning re-positioned and re-prioritised - as an enabler of business growth
To be an enabler and accelerator for your Company’s ‘mission’ and values. Learning is recognised as critical to increasing readiness for change, increasing knowledge sharing and improving team working
- A compelling, performance focused learning strategy - aligned to business results
Learning connects and accelerates the business strategy, business priorities and performance goals. An aspirational strategy that moves learning from apart from ‘real work’ to embedded in work
- A clearly defined, target ‘learning culture’ - enabling organisational development
Articulating what ‘learning culture’ means in practice for your organisation, its leaders and employees. How the characteristics of ‘learning organisations’ can be understood, prioritised, developed and led in the context of your business
- Business focused success measures for the Learning and Development function
Focused on enabling and accelerating tangible 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
- Increasingly engaged and accountable stakeholders
Building shared understanding, engagement and ownership for better learning and better work – at all levels of the organisation
- New performance focused learning approaches and tactics
Moving the Learning and Development team away from the traditional ‘training order taker’ role towards enabling and facilitating solving business challenges
- A Learning and Development function that identifies and develops the new capabilities the business needs to thrive
Supporting the organisation to become ‘future ready’ – balancing focus between proven skills for today and the emerging capability needed looking forward
- Deeper capability and confidence within the Learning and Development function
As leaders and enablers of the new learning goals, strategy and tactics. Developing business partners who lead by example – and actively help to change the culture
Outcomes for you as a Learning and Development leader:
I advise and support Learning and Development leaders, helping them to refocus their efforts and fulfil their potential. This focused 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 goals and success measures
- Increased clarity
I facilitate you to define and prioritise the role of ‘learning’ in your organisation and how you and your L&D function create real business value. I challenge you to agree your ‘anti-strategy’ – what you will stop doing and why
- Increased confidence
I 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 how your learning goals and strategy support both current business priorities and your organisations’ ‘future readiness’. 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 business plans and processes – that move your L&D function 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