This is a real client example. The Management tasked me with the capabilities needed to stay competitive, assessing existing resources, selecting and providing learning opportunities.
01 Change desired
DO
The Management Team agrees on a set of capabilities and focuses on three for the next 12 months. Employees easily find relevant learning resources and training in the system.
FEEL
Employees want to know which capabilities will help them stay competitive. Employers want to feel confident that their decisions are based on solid data and analyses.
SAY
Employees confirm in surveys that they know how they can contribute to the company's success and what is expected of them.
02 Concern
Management Team
Fear of selecting the wrong capabilities and difficulty focusing on a few. They request lengthy and in-depth analyses to back up their decisions, which slows the process. They also complain that L&D is too slow and expensive compared to the business impact and find it hard to see a connection.
Employees
Rapidly changing technologies and environments have made it difficult for employees to understand which capabilities will support their career or employability. They want to know what is acknowledged by their current or future employer.
03 Approach
Training
Train employees on why these capabilities are important and what is expected of them.
Tools
Build a learning system with selected and tested trainings relevant to the chosen capabilities aligned with the business strategy and Employee Value Proposition.
04 Resources
1. Analysis: Analyzed EVP, business strategy and goals, vision, desired company culture, and future trends.
2. Awareness: Made the Management Team aware that aligning learning strategies with the company’s goals is critical for success and brand building.
3. Capability Definition: Defined the most critical capabilities unique to the organization, KPIs, and the desired state.
4. Assessment: Assessed current learning opportunities and developed a learning and communication strategy that motivates and engages employees.
5. Training Selection: Selected suitable trainings, designed new ones, and made them easily accessible.
6. Awareness Building: Raised employee awareness of why the selected capabilities are important to the company’s success.
7. Refinement: Refined and developed the material further based on feedback and evolving needs.
Core Capabilities
Defined 10 core capabilities, focusing on three for the next 12 months.
User-Friendly System
Employees found the new learning system with peer-reviewed blended learning opportunities easy to use.
Increased Engagement
Employee engagement increased by 2 %.
Clear Contribution
78 % of employees confirmed in the survey that their contribution to the success of the company is clear to them.