What outcomes are you looking to achieve? This needs to be the focus when creating a robust learning and development (L&D) strategy. Having this strategy in place, will bring various benefits to businesses – such as fostering a dynamic, and engaged workforce – which ultimately contributes to sustained organizational success and profitability. It’s also critical to understand what a learning and development strategy is – before venturing out to create one.
Available resources describe a learning strategy in this way:
- Continu (learning software developer) says a learning and development strategy is “a comprehensive plan that outlines an organization’s approach to employee training and skill development… A well-crafted L&D strategy promotes a culture of continuous learning, fosters employee growth, and supports organizational success.”
- Indeed (career platform) says it’s “a strategic tool that can aid professionals in developing new competencies, learning about work methodologies and concepts, and gathering knowledge that’s crucial for performing in a role or domain.”
- Chartered Institute of Personnel and Development says it “outlines how an organization develops its workforce’s capabilities, skills, and competencies. It’s a key part of the “overall business strategy.”
And we say: all the above. A learning and development strategy enables continuous learning – which is crucial for business evolvement and innovation. An L&D plan identifies, and bridges skill gaps and allows companies to not only attract new talent but also retain and upskill existing employees. This is how an organization achieves its values and objectives. Furthermore, a relevant learning strategy significantly improves employee engagement, cultivates a proficient and committed workforce, and allows businesses to stay agile. What’s more, by aligning learning initiatives with business objectives, companies can enhance their core values, brand image, and improve collaboration and efficiency. 93% of employees have said that well-planned employee training programs positively affect their level of engagement. (Axonify)
How to Create a Learning Strategy:
How do you know if employee skills have improved since training? Online learning organization ICS Learn suggests leaders ask the following questions:
- Do you feel like staff are genuinely holding onto the information they’ve learned?
- Are teams able to actively speak about their learning amongst teams?
- Are employees actively using the new skills and knowledge in their current roles?
- Are teams doing their jobs more effectively and successfully than before?
- Are employees more engaged and motivated within their roles?
- Are department goals being met and/or exceeded?
- Is there a significant change within a team, department or overall company that has occurred since training and development took place?
We also recommend identifying how direct stakeholders and management are supporting the learning, back on the job.
We use the roadmap below to help develop customized learning programs for a variety of clients. Our approach begins by benchmarking overarching corporate goals, followed by a thorough assessment of current processes and behaviours, and determining what the actual outcomes of the learning will be and then we evaluate the outcomes.
- 94% of employees say they would stay at a company longer if it invested in their learning and development. (LinkedIn Learning Report, 2020)
Explore our insights on measurement and contact us for more details on how to establish an effective learning strategy.
