l&d strategy - Blogs - DPG Community2024-03-28T16:50:25Zhttps://community.dpgplc.co.uk/blog/feed/tag/l%26amp%3Bd+strategyPreparing for the Future of Learninghttps://community.dpgplc.co.uk/blog/preparing-for-the-future-of-learning2015-11-05T16:01:07.000Z2015-11-05T16:01:07.000ZMike Collinshttps://community.dpgplc.co.uk/members/MikeCollins<div><img src="https://storage.ning.com/topology/rest/1.0/file/get/2216653?profile=RESIZE_400x&width=400"></div><div><p>Over two thirds (70%) of L&D teams are failing to improve business productivity.</p>
<p>So says the latest research launched today by benchmarking organisation, Towards Maturity. The 2015-16 research, ‘<a href="http://www.slideshare.net/Lauraoverton/embracing-change-building-performance-for-business-individuals-and-the-ld-team" target="_blank">Embracing Change. Improving Performance of Business, Individuals and the L&D Team</a>’, found that L&D has high aspirations and a keen desire to make an impact on the business, but is falling short in many areas.</p>
<p>Only three out of 10 organisations are achieving improved productivity and engagement from their L&D initiatives. Two out of 10 have enjoyed improvements in the learning culture of their organisation and only four out of 10 report increased efficiency. This is despite a continued drive in the sector to improve productivity, efficiency and engagement, foster new ways of working and a culture of continuous learning that supports employees at the point of need. The report highlights those companies where L&D is having a big impact on organizational and individual performance. It reveals what the top 10% of organisations, those it calls the Top Deck, are doing and why this is producing results.</p>
<p>Those Top Deck organisations report a 12% improvement in productivity, 21% improvement in employee engagement and 16% reduction in costs. So, what is it that the Top Deck companies are doing right? According to the Towards Maturity research, they possess a fundamentally different approach to learning to other organisations.</p>
<p>They are moving away from the delivery of courses – something that L&D and the business knows has to happen – and are finding new ways to support learning and business performance as part of the organizational and individual workflow.</p>
<p>When asked how they build skills, an overwhelming majority of Top Deck organisations (94%) said the course was one option, compared to an average response of 53%. Moreover, 86% adopt approaches that support learning in the workflow, compared to 47% on average. Laura Overton, MD at Towards Maturity, says the research shows that L&D teams in Top Deck learning organisations have strongly aligned themselves to the business and have a close working partnership with business leaders. That is why they are able to contribute to business success. “Compared to the average, they are twice as likely to identify key performance measures that are important to the business and to have a plan to meet those goals,” she says. “Their management teams are twice as likely to assign board level accountability for learning and 90% expect managers to take responsibility for the learning of their staff.”</p>
<p>The report makes strong reference to the need for L&D to be consumer led – to put learners’ needs and preferences at the heart of the learning culture and the solutions that L&D provide. Top Deck learning teams are doing this, rather than being the gatekeepers of learning. Of the 600 plus L&D professionals from 55 countries and 1,600 learners surveyed for the report, 30% on average say they are proactive in understanding how their learners learn, compared to 86% of Top Deck teams. “When seven out of 10 (L&D) do not even know how their staff learn what they need to do their jobs today, we are clearly missing an opportunity,” says Dave Buglass, head of organizational capability and development at Tesco Bank.</p>
<p>The report also talks about the skills required by today’s L&D teams. To find out more take a look at the slidedeck and go to <a href="http://www.towardsmaturity.org" target="_blank">http://www.towardsmaturity.org.</a></p>
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</div>Global Launch of Towards Maturity Benchmark 2015https://community.dpgplc.co.uk/blog/global-launch-of-towards-maturity-benchmark-20152015-10-26T16:31:31.000Z2015-10-26T16:31:31.000ZMike Collinshttps://community.dpgplc.co.uk/members/MikeCollins<div><img src="https://storage.ning.com/topology/rest/1.0/file/get/2216645?profile=RESIZE_400x&width=400"></div><div><p>Join Towards Maturity on the 5th of November to find out about what this year's top performing learning organisations can teach us about preparing for the future of learning.</p>
<p>Over 600 L&D leaders from 49 countries contributed to this year's study - this session will draw on their insights, to reveal how L&D leaders can:</p>
<p>- Strengthen their relationship with business leaders<br />
- Embrace the opportunities of self-directed learning<br />
- De-bunk the technology myths that lead us astray<br />
- Break down the silos that constrain learning innovation<br />
- Equip L&D professionals to deliver value vs. courses</p>
<p>You can register for the webinar or if you can't make the time get a recording by clicking the link below </p>
<p><a href="https://docs.google.com/forms/d/1dsCEGebHQvXSdl0BuR-lwaQ3fxaJiYqGJk3qdw_dLZU/viewform?c=0&w=1" target="_blank">Register for the launch webinar</a></p>
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</div>10 characteristics of an outstanding L&D professionalhttps://community.dpgplc.co.uk/blog/10-characteristics-of-an-outstanding-l-d-professional2015-10-06T14:55:16.000Z2015-10-06T14:55:16.000ZMike Collinshttps://community.dpgplc.co.uk/members/MikeCollins<div><img src="https://storage.ning.com/topology/rest/1.0/file/get/2216616?profile=RESIZE_400x&width=400"></div><div><p>We're not usually one for lists but it's only fair that after our <a href="http://10%20skills%20that%20will%20make%20you%20an%20outstanding%20HR%20Professional" target="_blank">10 skills that will make you an outstanding HR professional</a> we follow up with something specifically for the Learning Professionals out there.....</p>
<p>Workplace learning has changed almost beyond recognition in the past ten to 15 years. L&D is no longer the gatekeeper of learning. Classroom based learning has been overtaken by technology-enabled learning and learners are quite happy to take control of their own learning path.</p>
<p>These changes have had a huge impact on the L&D profession. What makes a perfect L&D professional today is hugely different to what made a perfect L&D professional 15 years ago.</p>
<p>At the Learning and Performance Institute’s Learning Live conference, Dave Buglass, Head of Capability & Development at Tesco Bank, said that L&D needs to be better at understanding that learners are like consumers. L&D needs to consider what learners want and how they already are learning rather than what L&D thinks they need.</p>
<p>L&D also needs to better at marketing what it does and telling great stories. It needs to have creativity, innovation and agility to challenge the way business operates. L&D needs to think more commercially, showing the business and employees what it has to offer and how it can help individuals and the organisation with the onward journey.</p>
<p>We have outlined what we think are the top 10 characteristics of the perfect, modern L&D professional.</p>
<p>1. <strong>Open and curious</strong>. L&D needs to model the behaviour it wants to foster in the organisation. If you want open, curious, inquisitive learners who are prepared to try new things, you have to show that behaviour yourself.</p>
<p>2. <strong>Business nous</strong>. We say it every time but it’s so important. L&D has to understand the needs of the business, its drivers and objectives. Otherwise, how can L&D design training that suits business needs?</p>
<p>3. <strong>Digital skills.</strong> Learners are using technology to the max – podcasts, YouTube, community portals – L&D needs to embrace digital learning as well. Classroom learning still has its place, but technology-enabled learning is where it’s at.</p>
<p>4. <strong>Understanding how to measure impact.</strong> The business wants L&D professionals who talk the language of business. L&D needs to be able to use data to measure impact, showing solid evidence that training initiatives are delivering results.</p>
<p>5. <strong>Influencing skills.</strong> The modern L&D professional needs to influence people around the business, particularly senior management. They have to be able to put a compelling business case as to why investment in a training package is needed. They also need to help move senior and middle managers towards new ways of learning.</p>
<p>6. <strong>Problem solvers</strong>. Training is often about solving a problem that an individual, team or department has. L&D has to help find solutions to problems, finding the best, more effective and appropriate training answer – if indeed training is the answer. L&D needs to proactively help solve problems, not be order takers.</p>
<p>7. <strong>Horizon scanners.</strong> L&D needs to constantly look forward, finding out what is coming up, what skills will be in demand, what innovation will be necessary.</p>
<p>8. <strong>Science of learning.</strong> There are so many new findings about how we humans learn and how the brain works. L&D need to understand these findings and incorporate the best, most appropriate of them into their own learning delivery.</p>
<p>9. <strong>Well connected</strong>. L&D needs to be well connected, both internally and externally. They need to know the right people and have good relationships with them and foster peer networks. You can start here in the DPG Community <a href="http://community.dpgplc.co.uk/learning-professionals/the-importance-of-your-network" target="_self">by connecting with others</a></p>
<p>10. <strong>Confidence.</strong> L&D needs to have the confidence to challenge accepted ways of doing things. It needs to ensure the business learning environment is strong, modern and deeply embedded. Changing and challenging the corporate learning culture takes skill, effort and confidence.</p>
<p>So those are our top 10 characteristics we believe will help make you an outstanding L&D Professional (as well of course as a DPG CIPD Qualification ;)</p>
<p>Do you agree with the list?</p>
<p>Are there any other characteristics we've not mentioned that aren't included that you think should be?</p>
<p>We'd love to hear from you</p>
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