Leadership and Management

Learning and Development Strategy Design

Training is commonly delivered against a calendar assembled from requests, and evaluated by whether people enjoyed it, which tells an organisation nothing about whether anybody works differently. This course replaces that. Delegates work through needs analysis that starts from a performance gap rather than a training request, and distinguishing gaps training can close from those it cannot, since most performance problems are not knowledge problems. Learning strategy and the mix across formal, social and on the job follows. Design principles that produce transfer are covered, including practice, spacing and manager involvement before and after. Delivery channel selection is addressed. Evaluation is treated properly, moving beyond reaction to behaviour and result. Budget and prioritisation follow. The course closes on capability building over time and on proving value to an executive.