- Failure to gather and analyze internal and external data leaves organizations with a strategy that misses the mark in implementing learnings that support organizational performance.
- Lack of involvement from key players in developing the strategy often results in a narrow view that does not meet organizational needs.
Need Extra Help?
Speak With An Analyst.
- Get on-demand project support
- Get advice, coaching, and insight at key project milestones
- Go through a Guided Implementation to help you get through your project

Our Advice
Critical Insight
Running learning and development programs without a formal L&D strategy leaves organizations without the crucial alignment required between learning, business goals, and future skill needs. Organizations with an L&D strategy that is grounded in internal and external data are effective at identifying and providing learning opportunities that enable the development of a thriving workforce.
Impact and Result
- An L&D strategy created based on organizational data effectively prioritizes the creation of learning initiatives that support strong leader and employee performance.
- L&D initiatives that address skill and competency gaps directly impact organizational success, thereby maximizing the use of organizational resources (e.g. L&D budget).
- Effective application and communication of the L&D strategy ensures employees have access to the initiatives offered, empowering a future-ready workforce equipped with skills and competencies required for success in the organization’s industry.
Create a Learning & Development Strategy

This program has been approved for continuing professional development (CPD) hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).
McLean & Company is recognized by SHRM to offer Professional Development Credits (PDCs) for SHRM-CP® or SHRM-SCP® recertification activities.

HR Certification Institute's® (HRCI®) official seal confirms that McLean & Company meets the criteria for pre-approved recertification credit(s) for any of HRCI's eight credentials, including SPHR® and PHR®.
How to complete this course:
Use these videos, along with the Project Blueprint deck above, to gain an understanding of the subject. Start with the Introduction, then move through each of the Course Modules. At the end of each Module, you will be required to complete a short test to demonstrate your understanding. You will complete this course when you have completed all of the course tests.
- Number of Course Modules: 5
- Estimated Completion Time: 1.5 hours
Learning Outcome
Learners will be able to explain the process of creating a Learning & Development strategy, with a focus on creating and implementing a framework that will guide current and future critical learning initiatives.
Learning Objectives
By the end of this course, learners will be able to:
- Recognize the value of having an L&D strategy.
- Learn how to analyze the organization to understand L&D gaps and needs.
- Define the ideal future state of L&D using an L&D framework.
- Create an action plan to implement the L&D framework.
Course Modules

Academy L&D Strategy: Introduction: Create a Learning and Development Strategy

Academy L&D Strategy: Module 1: Analyze Your Organization to Understand L&D Needs

Academy L&D Strategy: Module 2: Define the Ideal Future State of L&D

Academy L&D Strategy: Module 3: Standardize Your Approach for Measurement and Governance

Academy L&D Strategy: Module 4: Create an Action Plan to Implement the L&D Framework
Workshop: Create a Learning and Development Strategy
Workshops offer an easy way to accelerate your project. If you are unable to do the project yourself, and a Guided Implementation isn't enough, we offer low-cost delivery of our project workshops. We take you through every phase of your project and ensure that you have a roadmap in place to complete your project successfully.
Module 1: Define a Vision for L&D
The Purpose
- Define L&D vision.
Key Benefits Achieved
- A vision for the L&D team
Activities
Outputs
Conduct SWOT analysis.
Identify insights for learning.
Create a vision for L&D.
- Vision for L&D
Module 2: Define Objectives and Metrics
The Purpose
- Define objectives and metrics and identify priority learners.
Key Benefits Achieved
- Clear objectives, metrics, and key employee groups identified
Activities
Outputs
Define L&D objectives and identify strategy metrics.
- Objectives and metrics
Review and prioritize employee groups.
- Identified key employee groups
Determine employee profiles and characteristics.
Module 3: Define the L&D Framework
The Purpose
- Define the L&D framework.
Key Benefits Achieved
- Determined primary learning needs, core delivery methods and a developed governance map
Activities
Outputs
Determine primary learning needs.
- Primary learning needs
Select core delivery methods.
- Core delivery methods
Create a governance map.
- Governance map
Module 4: Identify Outcomes and Initiatives
The Purpose
- Identify outcomes and initiatives for L&D programs.
Key Benefits Achieved
- Prioritized initiatives for employee groups
Activities
Outputs
Identify key initiatives.
- Prioritized initiatives to realize L&D framework
Examine learning infrastructure.
Review and confirm the prioritization of initiatives.
Module 5: Develop an Initiative Roadmap
The Purpose
- Develop a high-level roadmap of strategic L&D action items.
Key Benefits Achieved
- A completed roadmap of strategic L&D initiatives
Activities
Outputs
Assess L&D capabilities.
Create a roadmap of strategic L&D action items.
- High-level Gantt chart of L&D initiatives