Implementing L&D
The day-to-day matters
It's all very well having management buy-in and a rocking strategy, but don't forget there is another side to the L&D model: Administration.
I can either provide you with the tools to manage your administration or I could take the whole strain of:
- Arranging events
- Tracking learning
- Delegate communications
- Learning sourcing
- Vendor/Trainer selection
- Technologies for administration
Learning Resource Alignment
Start with the End in Mind
Remember the aim is engaging the individual learner, as much as fulfilling the organisational needs. Choose learning modalities and environments which are appropriate for the subject and audience.
The environment must be stimulating! The e-learning modules, for example, should be designed to actively engaging the senses.
The content, regardless of delivery model, must be relevant and customised to the learner’s own work realities and challenges.
Finally, do not forget that technology must be user- friendly and appropriate to the target audience in terms of its functionality, interactivity and ease-of-use.
Although technology can help in the delivery of personalised content and can create as close to a live interactive, senses-focused environment as possible, don't use technology just because it is there! Make sure the learning is about the people rather than available technology.
I can help to design the right programmes:
- Using ADDIE and SMART to review content
- Using the right delivery mode
- Evaluation analytics
The key to small business sustainability is to never stop learning. The most effective way to achieve this is with a L&D strategy.
Benchmark what you do compared to your competitors, gather data and link your learning programmes to tangible business benefits, helping you measure success and justify future improvements.
