Writing Learning Strategies

Learning in organisations should be closely linked to the organisation’s strategy and purpose. A well written organisational strategy is clearly communicated to all parts of the enterprise.  Having understood what needs to be done and why, the different functions can define the capabilities they will need to deliver their bit of the strategy and these capabilities can drive the development of individual learning plans.  In these organisations, the job of developing a learning strategy is about smartly and efficiently using the available training methods to ensure everyone has the skills required to do their bit.

However, often organisational strategy isn’t quite as easy to interpret in every function.  Sometimes, the detail which would help team leaders define the skills and capabilities they need is not available.  Other times what people need to be able to do is clear enough, but how best to learn the skills to do these things is far from obvious.

Our strategy design services start from where you are and seek to develop a coherent and comprehensive understanding of the capabilities the organisation needs and the groups of staff who need to learn these skills and adopt these behaviours.  Then we work with you to define the available resources for training and create a learning and development strategy which optimises the use of technology (where relevant) and builds an action plan to plug current skills gaps and keep the organisation on track to embrace any new requirements needed in a rapidly changing environment.

The final report is always highly practical and will provide fully costed options for future staff training with a description of their relative strengths and weaknesses.  In this way, you won’t receive a a 100 page document which no one ever reads after the first flick through, but something which will be owned by your team and should guide your people development plans for the foreseeable future.

Read more in our Case Study section

Training Programme Design

We design blended learning programmes.  From induction to pre-retirement planning, we can and have designed programmes for the whole employee lifecycle.

Our approach starts with a clear understanding of the learning objectives to be achieved and the different audiences within your organisation who need to achieve these objectives.  We will question your current plans and activities.  You might come to us to help develop a workshop, but when we investigate the what and the who we may suggest alternatives such as e-Learning or distance learning or structured, on the job training.

Whatever we recommend we will provide you with everything you need to deliver the programme.  From communications to different staff teams, workshop materials and exercises, bespoke e-Learning and line manager guides, our comprehensive service will result in a course which can be rolled out immediately.

In the event that you would want to use you own trainers or internal experts to deliver the programme – and there’s a lot to be said for using experienced practitioners as trainers – we can deliver train the trainer programmes.  These can be to help those who have never trained develop the confidence to run a group session or they can simply introduce experienced presenters to the exercises and activities we will build into your interactive workshops.

Read more in our Case Study section

Innovative Exercise Design

The majority of training courses in companies are a waste of time and effort.  Not our words, but the words of the American Society of Training & Development whose research showed that after the event, only 7% of those attending short courses actually used the skills they’d been sent to develop.

Releasing people for training courses is an expensive and disruptive business.  We think that you should make the best possible use of their valuable time.  Our innovative exercise designs aim to provide memorable experiences which involve the learner in…

  • thoroughly exploring the subject,
  • learning from each other,
  • sharing what they know, what they have learned and what they are going to do differently
  • practicing interpersonal skills – such as communications, customer handling, presentations or team leadership, and
  • using their creativity to solve problems and be guided towards practical solutions.

Recent examples include:

  • Role Play briefs including recruiting and training professional role play actors
  • Business simulations around new product introduction using the client’s own systems and processes
  • Board games to understand the implications of company policies
  • Training games looking at leadership, management and team dynamics.

Read more in our Case Study section