The best Learning Strategy in the world is nothing unless well deployed. Regardless of the scope of the Learning Strategy (lean or comprehensive), some level of change is expected from the deployment and should be addressed accordingly.
Many Organizations are stretched so thin. Time is at a premium and we often hear comments such as:
“We are just trying to get the training done that is being asked for”.
Why a Learning Strategy?
Describe required knowledge and skills
In the first part of the blog on Investing in Informal Learning I suggested that even though the learning is ‘informal’ there needs to be a process to enable it. To start the process, identify the need and then describe the knowledge and skills to be learned.
Performing quickly and acceptably at a new job is especially difficult. Standards have yet to be fully understood, working relationships aren’t yet established, and procedural details must be learned.