A Learning Strategy: Reaching Organizational Goals
This article presents ideas meant to be shared with others in the organization. It provides you with an opportunity to make the time to think about what the organization’s learning needs are, and how each department offers opportunities for learning to staff. Finally it will help you to evaluate your organization's learning strategy, and philosophy toward learning.
In order to create a strategic plan, the first step is to identify and establish who or what group is responsible for learning and development. Secondly, you need an understanding of what L&D is to the organization, what needs are prevalent across the organization, and where gaps may exist that need to be addressed. When you are ready to strategize an approach to learning and development, keep these questions in mind to help guide planning.
Proposed Development Process
Plan a minimum half-day brainstorm meeting to identify and create a learning and development philosophy and strategy. Invite all stakeholders to participate. This includes any department currently offering ad hoc learning or training programs. Outlined below is a sample agenda.
Areas to Consider
Benefits of a Learning Strategy
Following the brainstorm session there should be a clearer idea of the following as well as the tactical steps to reach identified goals.
Capturing the above information and documenting the ideas and discussions from the brainstorm session produces a Learning Roadmap or Blueprint. The learning roadmap can be used to guide the organization in new strategies and processes for learning. The value of an identified, documented learning strategy is that it provides the organization a plan to work from. With identified goals established and steps outlined to reach them, learning leaders can implement processes that encourage a learning environment and capitalize on staff interest and excitement to be part of it.
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