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Create a Learning and Development Strategy

Build an L&D strategy that fuels organizational success and supports employee growth.

  • 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.

Executive Summary

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 & 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.

Research & Tools

1. Define the strategic L&D direction

Gather and analyze data to create a purpose statement and identify learning needs.

2. Identify L&D initiatives

Evaluate existing L&D initiatives and identify new ones to develop.

3. Implement and evaluate

Create a governance framework and an action plan and communicate the strategy.

Workshop

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Workshops offer a structured 3-5 day session designed to help HR teams and organizations address specific challenges and implement HR best practices.

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