Longterm L&D Strategy

To build the a strong and lasting L&D department within your organisation its important to align organisational goals to L&D initiatives. I created a L&D strategy that will serve as the foundation of your L&D plan. We will intertwine the existing with the new and thereby create an even stronger platform. Below a short introduction of what you can expect.

1. Understand

The first phase is all about understanding. Throughout the process we will get back to this question. Do we understand each other? Are we aligned? A lot of questions will be asked in this phase to help understand our starting point and way forward, examples of these questions:

  • What are the expectations for this program and what are the expectations from an L&D function?
  • What are the goals of the company?
  • What is your vision?
  • What are you looking for and why?
  • What does succes look like for you? 
  • Who are stakeholders?
  • What are the responsibilities?

2. Needs

Once we set the scene in phase one we will dive into the needs. This will be determined by doing a needs analyses to understand the gap between where you want to be and where you are. 

We will use different tools to get a clear picture:

  • Assessments
  • Interviews
  • Observations
  • Questionnaires 
  • Competitive analyses
Its important to make sure the needs are clearly discovered and priorities are set of what should be done short term and what are long term needs.

3. Program design and Curriculum

The third phase is about creating a L&D program linked to the goals, skills, competencies and knowledge that were identified.

We will then map out what different initiatives would help fill the gaps and set up a quarterly/yearly roadmap where we visualise the different learnings. 

What I find very important is that we consider each learner in this phase. How do they like to learn? This means we won’t just create an e-learning and leave it there. We want all learners to be able to connect with the content the way they like to learn. Offering blended solutions is one of the ways I like to explore in this phase. 

If learners are engaged and feels supported and heard, they are more motived to develop their skills. 

4. Support and Implementation

In phase four we are ready to roll out the plan. 

Learners will be notified what they can expect in the quarter/year to come. Its now time to  manage and coordinate the project to make sure all stays in place and is running smoothly.

In this phase alignment is crucial. Change and motivating people cannot be managed by one person only. Leadership should be up to date on the project and help with the engagement of their teams. 

We will create a marketing and engagement strategy to roll out the initiatives and get people involved and excited. 


5. Measurement and Evaluation

Time to look at the impact that learning had on the succes of the organisation. This phases is focused on looking at results and developing next steps. 

Although learning and behavioral change is hard to measure there are several strategies that can be applied to see the effects of learning short and long term. We will explore how learning was done and where we need to focus on moving forward.


The total package

Once we created this learning platform for your organisation, you can keep using this set up for the years to come. A smart investment for succes!