Key Elements

for Every Top

Learning

Strategy

5,000+ Courses. 25 Topic Areas. Unlimited Access.

HOW DO MOST

OF YOUR

EMPLOYEES

ACCESS

TRAINING?

a. Classroom and Instructor-led

b. Formal online

c. Informal (on their own or with

the help of Google)

d. Social (from each other)

e. Something else

HOW WOULD

YOU DESCRIBE

YOUR

LEARNING

STRATEGY?

a. We have a solid strategy and

evaluate it continuously.

b. We have a strategy, but don’t

always follow it.

c. Learning and development is

ad-hoc at best.

d. Something else.

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WHAT WE’LL COVER:

1. Why you need a learning strategy.

2. Seven elements to include in your learning

strategy.

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If we just put a great employee

training program together, the

employees will love it!

5 Barriers to Effective Learning Charles Jennings

Barrier 1: Efficiency

Barrier 2: Inertia

Barrier 3: Convenience

Barrier 4: Training Mindset

Barrier 5: Manager Engagement

Why You Need a Learning

Strategy?

Organizations with a strong learning culture significantly

outperform their peers…

Innovation

46%

More likely to be first to

market

Productivity

37%

Greater employee

productivity

Time to Market

34%

Better response to customer

needs

Quality

26%

Greater ability to deliver “quality

products”

Skills for the future

58%

More prepared to meet future

demand

Profitability

17%

More likely to be

market share

leaders

BERSIN BY DELOITTE 2012

Top 4 Learning Solutions for 2014

1. Off-the-shelf content

2. Video training

3. Learning management systems

4. Mobile learning

Cox eLearning Consultants,

Learning Solutions Forecast:

2014 Edition

1.Alignment with organizational goals.

2.Awareness of organization’s current

learning culture.

3. Performance analysis.

4.Content strategy.

5.Evaluation and success criteria.

6.Marketing and communication strategy.

7.Measurement of business impact

strategy.

1. Alignment

• The process of adjusting parts so

that they are in

proper relative

position.

• Understanding of

organizational

purpose and goals.

Alignment

• The process of adjusting parts so

that they are in

proper relative

position.

• Understanding of

organizational

purpose and goals.

2. Learning Culture

• Is learning embedded into workflows?

• Commitment to

continuous

improvement?

• Senior leaders and

managers are critical.

1. Holistic thinking

2. Integrated learning

3. Capacity for change

and improvement

4. Focus on collaboration

5. Personal commitment

Elements of a Learning Culture

• The desired state of performance.

• The current state of

performance.

• The skill, knowledge

and/or competency

gaps.

Determine the keys areas for which

learning resources can be aligned

to support…

• Department background

• Company’s business objectives

• Industry/marketplace

• Current/future challenges

• Achieving success criteria

3%

4%

11%

14%

29%

30%

0% 5% 10% 15% 20% 25% 30% 35%

Other

Identify and retain external trainers

Acquire and implement learning technology

Incorporate simulations

Improve or enhance existing content

Develop new content

Top Priorities for Training Programs in 2014

Cox eLearning Consultants,

Learning Solutions Forecast: 2014 Edition

4. Content Strategy

• When and where do

you employees

need resources?

• Video, social and

mobile.

Content Strategy

• Training linked to performance.

• Linked to

knowledge, skill

and competency

gaps.

• Delivered and

accessible at the time of need.

LEARNING MUST BE JUST IN TIME AND

JUST FOR ME.

Michael Rochelle,

Chief Strategy Officer, Brandon Hall Group

5. Success Criteria

• What will success look like?

• How will we know?

• Key performance

indicators .

Quantifying Questions

BUSINESS NEED QUANTIFYING QUESTIONS

Increased revenue Buy how much? In which areas?

Improved quality Improved how?

Reduction in turnover What percentage reduction?

Improved morale Improved how?

More satisfied customers In what way?

6. Marketing and Communication

• Inform, motivate and give the WHY.

• Success stories.

• Learning in day-to-

day work.

Marketing Plan

THE MESSAGE: keep them simple and few.

THE PURPOSE: it’s got to matter to me.

METHOD: delivery and information flow.

METRICS: what does success look like? How

do I know?

TARGET AUDIENCE: all employees,

segmented populations.

7. Measuring the Business Impact

• Core functions we expect to improve

through employee

performance.

• Strategic business

benefits.

Case Study: Financial Services

1. Alignment - Attract and retain great employees.

2. Learning Culture – Growing company within a growing industry.

An employer that provides avenues for employee growth.

3. Performance analysis – Increase knowledge in hard skills –

like Microsoft office, in addition to a focus on customer service.

4. Content strategy – An on-demand resource library and a

delivery platform that will grow with us and our employee needs.

Case Study: Financial Services

5. Evaluation and success criteria – 90 day evaluation with a

targeted focus group. Measuring satisfaction and completion.

6. Marketing and communication strategy – Learning Out Loud!

7. Business impact – recruitment and retention rates

to remain competitive in a high-growth industry.

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Some recommended resources…

Leadership Lesson Video:

Being an Effective Change Leader

(3 minute video)

Leadership Lesson Video:

How Senior Leaders Can Create an

Adaptable Organization

(3 minute video)

BIZLIBRARY.COM

In a world of learning and development where

complexity is the enemy, BizLibrary has developed a

to delivering high

quality learning, anywhere, anytime.

MICHAEL ROCHELLE Chief Strategy Officer

Brandon-Hall Group

5,000+ Courses.

25 Topic Areas.

Unlimited Access.

Cloud-based Learning and

Performance Technology.

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