A learning strategy provides direction on how the organization develops the capabilities, skills and competencies of its employees and leaders. It directly supports the organization’s strategy, culture and policies.
What should you consider when creating a training and development strategy?
What are the organization’s priorities?
- Ensure departments have budget and resources to implement the strategy.
What are the organization’s internal capabilities to implement the strategy?
- Consider where can you leverage internal expertise and where you can develop internal capabilities.
- Identify where might you need to source external partners.
Which stakeholders should be consulted?
- Stakeholders can provide input into the overall strategy and how it’s implemented.
- Consulted stakeholders lead to better buy-in during implementation.
What methodologies and technology can your organization accommodate?
- Methodologies might include training (in-person and virtual), leadership coaching, job-rotation, etc.
- Technology might include a learning management system (LMS) to administer the different development approaches.
How does the learning strategy need to connect with recruiting?
- Consider how well new employees are onboarded to the organization.
- Ensure the development approaches suit the demographics and needs of the employees that are being hired.
What are the organization’s future needs?
- Examine the organization’s demographics and anticipate future development needs.
- Explore changes in the organization’s environment.
Where can you learn more?
These are some examples of learning strategies I’ve created for clients:
- A strategy for a scale-up technology company to provide customer training to support growth.
- A strategy for leveraging existing content and programs in order to monetize it into a revenue stream. link
- Align the organization’s OD department and training initiatives with a new corporate direction. link
- Here’s a post that describes getting started with an online learning strategy.