Learning and Development a Strategy for Organisational Growth

Learning and Development (popularly known as L&D) provides a roadmap to help leaders align and leverage learning resources to improve the organisation’s overall human capital-related capabilities and systems. It helps the organisation to achieve a competitive advantage. Working in learning and development can be a challenging role because the company looks to you to understand the business, the people, identify the knowledge gaps, and create solutions to the problems that arise.  Often, this is reactively fixing a problem after the event.

One of the more frequent mistakes organisations make when developing a learning strategy is taking their eyes off the goals and letting different training methods drive their decision-making. Moving to an e-learning environment, for example, is not a goal, it is the natural result of trying to meet a specific goal.

Assessing learning needs is fundamental to any learning strategy. It is essentially the link between organisational performance and individual performance. If we have set these goals, what are the learning needs required to achieve these goals? The key to developing any corporate learning strategy is to understand the relationships between corporate goals and the people accountable for the results.

A central part of any learning strategy is, therefore, to put the learner in control of the process. He or she needs to know where they are currently and where they need to be at the end of the learning path. This should relate to the individual’s position within the organisation.

Closely aligned to this, the organisation needs to create an interesting learner experience. Training should stimulate, engage, and be rooted in real-life situations that participants can take back and implement in the workplace. The learners should be able to personalise the training, control progress, and learn at their speed.

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For learning to affect an organisation, there is a need for successful implementation. Considering the importance of structure and planning, the organisation needs to put significant mechanisms in place to ensure successful implementation.

• Senior executives within the business must actively support the learning strategy. They should fully support the plan and agree to milestones, costs, dates, and deliverables.
• A learning strategy cannot be successful unless it uses proper resources. Your budget must be realistic enough to implement the learning strategy, and this works best when paid for via a centrally owned budget.
• You also need the right processes in place, such as performance management systems and competency frameworks.

For us at MacTay, we will work with your organisation to develop a bespoke Learning and Development plan that aligns with your aspirations. We are ready to walk you through the defined milestones.

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For further information or enquiries on our Learning and Development services, contact us at info@mactay.com or +2349139385550, +234 805 131 2315.