Investing in the skills and development of your employees is Integral to the future success & performance of the organisation. It supports workforce planning, organisational transformation & career development to meet the business where skills will be required.
Strategy & transformation
Learning Organisational redesign & Transformation
Are you setting up a new Learning function or needing to restructure or centralise the existing into a more effective COE. supporting the businesses priorities? We'll focus on a multi-pronged approach looking at People, Priorities, Process, Programs, Technology & Culture and deliver on a strategy and plan.
Do you need to create a brand, messaging and learning campaign to launch a Learning program or strategic priority internally and externally inline with business strategies? We'll work with your business to connect the dots and create a business aligned campaign.
Supporting Business transformation
Do you need a Learning strategy and plan to support an organisational or digital transformation requiring new business skills? We'll partner with your business teams to create a robust plan for execution.
Leader & Team development
Learning Leader Mentor
Ensure your New Learning leader is impactful and successful as quickly as possible with targeted capability coaching in this area.
The initial 3 month Coaching will support the ramp-up with the benefit from a Learning leader who has sat in this seat many times, and will bring relevance. As well as focusing on Manager capability, we will also align topics around Learning strategy, impact, digital learning cultures, business alignment. Partner with a Manager & Team assimilation session for impact!
Learning teams are so busy developing the organisation, they forget to develop themselves and keep themselves up to speed.
Make this a regular monthly or Quarterly development session. Use it to focus on elevating the team skills and knowledge.
We can cover targeted sessions learning sessions including performance consulting or can work with you to define an actual need & business problem we can work on together.
Team learning sessions
Create a connected Learning strategy, vision, priorities and business plan that align with your business stakeholders
Create a Learning scorecard focused on demonstrating business impact focusing on the right metrics
Become a true Learning partner who diagnoses business problems and provides business solutions
Define the optimal Learning process to deliver on productivity, costs, efficiency by seeing the big picture
My Top tips for L&D
You know the feeling, you walk into a business meeting, and everyone says “Great, here’s the L&D team, we need training to help the situation”
You smile sweetly, and nod, knowing that training is not always the answer, but you want to appear as useful and valuable as possible and be seen as accommodating.
Think Business & not Learning!
Spend as much time with the business. Get invited to meetings, talk the jargon and be visible!
We have no time to learn!
How do you respond? Ask them what they think Learning actually is.
Invest in Self-service
Creating a self-serve culture helps pro-active learners , and gives each learner the opportunity of choice based on their needs and motivation.
Find the Golden thread
Know and understand why the business is heading in the direction, and translate it for the functions you work with. Weave it through.
Learning is not something you do to the business
Move from courses to solutions and get creative!
Do you talk Learning & Performance?
Get better at identifying Performance outcomes to help the business define where they need to go, and how you will help them get there quickly
Take time to understand the user
Step through the user’s day and week. Why do they do things a certain way? What tools & systems do they use? What challenges do they face every-day, and what slows them down.
Stop L&D jargon
Don't assume your business knows what you are talking about - LMS, Micro-Learnings, LXP, etc... Articulate in business terms