A learning strategy defines the training and development employees need to support the organization’s goals. It’s like architectural drawings for an addition to a house. It creates a picture of what needs to be built while tieing into the existing house, accounting for the environment, and meeting building codes and restrictions.
There are three main areas to define and analyze when creating a learning strategy.
Taking the time to clearly identify the organization’s goal ensures alignment between the training strategy and the organization. It also helps to identify metrics that can evaluate the effectiveness of the training and development once implemented.
When defining the learners, think of marketing personas. Have a detailed understanding of your audience so you can ensure the learning plan is relevant and applicable.
Consider these components in the organization’s environment to determine what is realistic and will work with the organization’s culture:
- Existing development programs and training assets.
- Technology (e.g., what’s needed, what’s already in place and what’s realistic).
- Other organization initiatives (e.g., talent and people strategy).
- Departments and stakeholders who provide input and who will be impacted by the change.
- Internal resources who can champion and implement the strategy.
What is the benefit of having a learning strategy?
The model on the right illustrates how a training department might function without a learning strategy to guide its work – and how it can move to a more strategic approach that is performance-focused.
- The horizontal continuum reflects a reactive vs. strategic approach.
- The vertical continuum reflects a focus on training vs. performance.
Learning Strategy: model explained
Looking for more?
LEARNING STRATEGY WEBINAR
I offer free webinars to introduce different aspects of creating a learning strategy.
LEARNING STRATEGY BOOT CAMP
I offer a 12-week program in which decision-makers learn the different aspects of creating a learning strategy and, applying what they learn, create a learning strategy for their organization.
These are some examples of learning strategies I’ve created for clients:
Email me if you need a partner to help you figure out where you want to go and how you can get there.