Align Corporate learning with the Strategy

Updated: Sep 25, 2019


If your business makes 'beer' pretty sure you'll start with the right ingredients...


The learner engagement with Learning content is becoming a key challenge for business. Make sure first, your content in the LMS, 'is what you want all your learners to learn'.


Check your learning content, does it map to the Corporate Strategy - are you teaching one thing, and hoping for a different outcome? If your current Skills aren't aligned with your strategy, you are.


Start the journey towards daily habits for learners, learning in-the-flow-of work. Learning. Create renewed energy and interest in learning, leading towards learning as a daily habit. Help the employees to make the strategy a planned outcome.


Going to post the question here, since it gets ignored in most articles I’ve read;

“If the content and process we ‘learn’ is ‘old, out-of-date-and, therefore irrelevant’ - tell me again how we could apply ‘learn’ as the adjective against that process.”

In-fact if our learner had a view of ‘self-learning and self-advancement’ – was to join a business that had content conforming to ‘old-and-out-of-date’ – you are actually asking them to ‘un-learn’ and re-educate themselves with content that is irrelevant.


Before you argue too far with that viewpoint.


Take-a-look at the content your business has in the LMS, explore the currency and relevancy of that content proposition. The content design and delivery process may have been updated – but the proposition the content possesses, could very well be irrelevant.


That alone leads me to say:

“If your business has an LMS, and the learning content falls into that model – then the demise of the business is not only highly likely, it is even possibly a desired outcome. If not, just for the good of all the learners in your business yet to un-learn, what they already knew to be different.”

This is not anti-business. The reality business in most cases, is doing the best it can, but the slow processes of creating learning content, at an extremely high cost of production, forces the longevity of that learning content, retention way beyond its use-by-date. A high cost learning product at the outset, may still be costing the business too much.


Which leaves you with a question, “what is the way forward – how do we change the model?”.

Learners need immediacy and access to new content, new thinking, research and new ways to develop their skills, add new skills or enhance existing skills for learning to be valuable for themselves. For their own careers and equally valuable to your business with skills and capabilities in their current role. Possibly even a future role - to-be-defined.


This takes an entirely new approach to learning based on skills, skills you have now, and skills your business needs next.


According to the World Economic Forum, 54% of the world’s workforce will need significant “upskilling” or “reskilling” (that is, training and development) over the next five years.


It’s about making sure our people (usually the highest investment a business makes) and the businesses have the skills they need to grow and adapt to whenever the next opportunity or emerging threat looks like.

The data say they don’t. Nearly 8-in-10 CEOs tell PwC a lack of key skills is threatening their businesses’ growth prospects.


To change gears on that compelling demand, needs new approaches towards a learning culture. A drive to continuous up-skilling. A drive towards life-long-learning for all the people the business hires.


Keeping them current with new skills and capabilities. Have them learning in a Corporate Ecosystem that celebrates skills. Celebrates Subject Matter Experts (SME’s) and supports the desire towards self-learning, self-directed learning. People who maintain their level of skills to energize their own careers. A business that encourages employees self-development, providing lasting value to their current employers, by being skilled in areas that also support internal mobility.


If your business has been actively disrupting how your learners learn new skills, new capabilities – and you’re still in business, there is still time to fix it. Your newly skilled learners may even shout you a coffee.



John Driscoll

AgylisANZ

info@agylisanz.com

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+61 (0)8 8311 3713

Level 3 | 97 Pirie Street | South Australia | SA 5214

Degreed & Agylia Learning Technologies i

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