Positioning Learning In Your Organization

You want to achieve greater success, year over year, in your business.

Nearly every business has a strategy. And if they don't, they're probably not going to last very long.

Strategy is your tap root.

Often there may be a central taproot strategy and radiating out from there and supporting it are all these additional strategies.

So we've got a financial management strategy, marketing strategy, customer communication strategy, operations delivery strategy and so on.

So how does learning strategy fit into all of this?

Click Here To See Adam Discussing Positioning of Learning In An Organization

The positioning of learning starts with the team itself, your internal team, making sure that they can perform their roles and be advocates for the company.

That they understand and can execute on the overarching strategies of the organization.

Do you offer job skills training tied to the overarching strategy of your company?

Training gives that team confidence skills and the abilities to carry out those strategies.

It reduces the risk of employees becoming frustrated and quickly exiting the organization or, worse yet, communicating the discomfort to your customers.

Does your organization have training in place so the team knows and can carry out their daily work to support the strategies of your business?

Have you evaluated the learning culture in your firm and how well leadership is using training as a tool for team development?

The basics of evaluating the strength of learning culture in your organization?

Learning and development incorporated into your yearly performance review process
Team members compensation tied to successful & effective completion of learning milestones
Frontline managers evaluated on how well they use and promote learning tools
Learning tools inside the organization is that learning strategy really tied to business needs and goals.

What about a smaller firms that don't have training departments leave alone a representative on the executive team?

Training doesn't need to be cumbersome, complicated, or costly.

And you can easily position learning as a critical tenant of your operations from the start by leveraging onboard training.

Think about the first year of any job role in the organization.

What are the key skills that individual needs to learn to be successful in their role?
What are the important culture topics that we want to share about our organization so the individual really understands the corporate why and ethos?
What are the required compliance topics like HR paperwork, internal systems or regulatory issues?
Chunk development into some sort of reasonable time time blocks (week/month/quarter)
Consider which topics go in which time block & arrange the topics in each block in a crawl, walk, run order
Sprinkle in explainer videos, infographics, cheat sheets & micro learning materials

Framework to line out an onboard training

Click To Hear Adam Discussing Using Data to Focus Training Efforts

Ok great, but what results should I expect?

If you're an organization that has nothing, starting from scratch, you can start to see impact quickly.

It can be like watering a withering houseplant.

But what we are really talking about are organizations building a holistically strong organization where all of the members of the team are aligned with the overarching strategy of the organization.

They know how to execute.

They know how to perform their job roles.

They have the tools to make your customers happy.

You build a team that is creative, innovative, confident, and developing in their roles.

Then you begin tapping into year over year over year growth.