Elevating Learning & Development.

Enabling Agile Learning Organizations: Structuring Options for L&D

Structure of L&D:

  • Core elements
  • Dynamic elements

Backbone (where the learning people sit in the organization):

  • Centralized functions
  • Decentralized functions
  • Hybrid functions

Decentralized functions might be a good fit for organizations that teach very technical content.

  • Soft skills are company-wide, hard skills are department-specific.

Soft skills over hard skills

L&D Governance: Aligning for organization-wide impact

Integrate L&D with and connect L&D to business priorities: know the priorities of the organization and base the L&D priorities on it.

Optimizing the Partnership with IT

Someone should have a vision and be able to make decisions when it comes to L&D in an organization.

Learning-Needs Analysis: Cracking the Code

Follow-up on learning programs is important. The average of knowledge that is delivered but not applied by learners is 45% (which is quite high).

Learning Needs Analysis in two rounds:

  • Round 1
    • Define the business problem
    • Identify gaps and solutions
  • Go/no-go and prioritize
  • Round 2
    • Gain deeper insight
    • Define performance objectives

This analysis system also helps L&D to go from reactive to proactive.