Steve Thompson’s Post

Struggling with the shift from role-based to skill-based strategies? You're not alone. Our blog post explores how verifying skills can enhance your learning ecosystem and why fostering a culture of skill self-assessment is crucial. Discover practical steps to engage employees and future-proof your skills strategy. Read more: https://buff.ly/3V1PWrQ #learninganddevelopment #learningecosystem #learninganalytics #skillsdata

How to translate L&D efforts into learning? 🤔 We gathered our seasoned Human Development consultants and internal domain experts around the table to share their thoughts on the topic. 𝐓𝐡𝐞𝐢𝐫 𝐤𝐞𝐲 𝐢𝐧𝐬𝐢𝐠𝐡𝐭𝐬? 💡 Overcome learning roadblocks Lack of time, limited resources, and motivation gaps are common. "Teams that are understaffed often suffer from crisis mode, making training feel like a luxury", says Marie Clémençon, Project Consultant. Prioritizing time for growth is essential. 💡Align training with real work needs Make learning directly relevant: focusing on work-specific applications increases engagement and boosts retention. 💡Create a learning culture, not just compliance Moving beyond legal requirements, companies should embed L&D into their culture. This isn't just a checkbox—it's about creating meaningful, applicable learning experiences for real impact. Want to read more about it? Go to the full blog: https://lnkd.in/eSNEvmr6 Stay tuned for next week's L&D blog on measuring the ROI of L&D. #Learning #TrainingNeeds #LearningCulture #L&D

Three key aspects for L&D professionals to focus on... The vital shift from content creation to outcome measurement is gaining traction. Yet, it's apparent that many are grappling with the challenge of saying NO to content, and that's perfectly okay! Why? Because while content is crucial, it's only the raw material aka foundation of knowledge. True development lies in transforming knowledge into actionable skills. So, while saying YES to content is essential, it's imperative to prioritize three key aspects: 1️⃣ Enable the seamless integration of skill development into employees' workflow by promoting best practices and methods. Learning initiatives must be practical and directly applicable to daily tasks. 2️⃣ Evaluate the impact of skill development efforts. Mere content creation isn't sufficient; it's crucial to gauge its effectiveness in enhancing performance and driving business objectives. 3️⃣ Encourage business stakeholders to take ownership of learning content creation, leveraging their expertise as subject matter experts. L&D professionals should serve as strategic advisors, guiding the development process. In essence, L&D professionals complement Subject Matter Experts (SMEs) by bringing in their learning expertise. Remember 🧠 content alone does not equate to skills (content ≠ skills). Learning Expertise + SME Collaboration = Skills Development 🥋 By empowering the workforce with the right tools and insights, you equip them to excel in today's dynamic landscape. What's your focus? #learninganddevelopment #skillsdevelopment #skillsfirst #businessimpact

Many thanks to all of you who attended my session at Learning Technologies Exhibition & Conference, and a huge thank you to Dr. Celine Mullins for chairing, facilitating the conversation, and keeping me on track. I’ve had some great feedback, which suggests that my focus on organizational learning is resonating with people. I covered a lot of ground in the session, and there will be a recording soon. But in the meantime, I wanted to share some action points: ✅ Start small and start now: initiate changes no matter how minor they may seem. Initiate changes which you control and where you can take immediate action, rather than waiting for perfect conditions. This can lead to meaningful progress in transforming workplace culture. Embrace a learning culture: address and mitigate the common fears associated with speaking up and asking for help in the workplace. Learning cultures thrive on openness and mutual trust among colleagues, which in turn provides the conditions for continuous learning and improvement. ✅ Encourage inquiry and innovation: promote an environment where questioning and exploring are valued. This can lead to increased creativity and problem-solving capabilities within teams. ✅ Conduct fieldwork to identify barriers: regularly engage in fieldwork within your organization to directly observe and understand the barriers that hinder effective work and learning. Ask people a simple question: What stops you from doing good work? This hands-on approach helps identify real-world issues that may not be apparent from a distance. Do not let others tell you what is wrong. If you find out yourself, you will be more readily able to address the real underlying problems that prevent good work and hinder people making better connections inside and outside. ✅ Foster collaboration across the organization: encourage collaboration and input from all levels of the organization. This inclusive approach not only enhances learning but also drives collective success. What were your action points from the session? I will be discussing healthy habits in the next webinar in my series on organizational learning on 23 April (registration link in comments). #organizationallearning #lt24uk

I've read that Fortune 500 companies are losing an estimated $31.5 billion per year through ineffective knowledge transfer. Here’s how to speed up your knowledge transfer and turn a weakness into a strength. In the high-speed business world, knowledge is power. But when that knowledge isn't effectively transferred within your organization, it can lead to significant financial losses. So, how can you avoid being part of this staggering statistic and instead use knowledge transfer as a booster for your organization? Here are the key steps: 1. Craft a Clear Knowledge Transfer Strategy: This should include succession planning and retention strategies to ensure that crucial knowledge isn't lost when key employees leave. 2. Promote a Culture of Learning and Sharing: Encourage continuous learning and knowledge sharing within your organization and with external partners. 3. Leverage Technology and Upskill Your Team: Invest in modern tools that facilitate knowledge transfer, and train your employees to use these tools effectively. 4. Secure Senior Management Buy-in: Senior management should not only support but actively participate in knowledge transfer initiatives, fostering a culture of knowledge sharing. 5. Incentivise Knowledge Sharing: Recognise and reward individuals and teams who actively participate in knowledge transfer. This will motivate others to do the same. 6. Equip Your HR and L&D Teams: Ensure these teams have the necessary skills to facilitate and boost knowledge transfer within the organisation. In essence, accelerating knowledge transfer isn't just about new tools or technologies—it's about fostering a culture of continuous learning and knowledge sharing. It's about recognising knowledge as a key business asset and protecting it. => So, I ask you: How are you ensuring effective knowledge transfer in your organisation, and what steps are you taking to avoid being part of the $31.5 billion knowledge drain? (Poke Nuria Castellanos, Paul van Dillen Antoine Glasser Mathilde de Verthamon Mascha Jacobsma Anouk Bosman, Jocelyn Phelps Guillaume Schickele Simone Hiemstra Marc Sollin Cyril Perin Just In 't Velt Solenn LE MOUEL) #KnowledgeTransfer #Upskilling #ContinuousLearning

🚨 The ROI of L&D: Are We Measuring the Right Things? 🚨 As L&D leaders, we’ve all been there — trying to prove the value of training programs when traditional ROI metrics like completion rates and satisfaction scores often don’t capture the real impact. 📊 The question is: Are we measuring the right things? 🤔 In the fast-evolving world of Learning & Development, we can’t afford to rely on outdated metrics. To truly demonstrate the value of our programs, we need to assess learning transfer — how well knowledge and skills are applied back in the workplace. 🔑 Key Stages of Learning Transfer: 1. Learning: Did the employee absorb the content? 2. Retention: Can they retain it over time? 3. Application: Are they applying it on the job? 4. Impact: Has it led to measurable improvements in performance or business results? 🔍 How do we measure learning transfer? Kirkpatrick Model – A four-level framework to assess training from learner reactions to final business results. Phillips ROI Methodology – Adds a financial perspective to track ROI at every level. ➡️ Example: Your organization implements a customer service training program aimed at improving client satisfaction scores. Initially, learners complete the program (Level 1: Reaction), providing positive feedback about the content and trainers. Afterward, a knowledge test shows that 95% of participants can effectively demonstrate empathy and conflict resolution techniques (Level 2: Learning). Over the next six months, managers observe employees consistently applying these techniques during customer interactions (Level 3: Application), resulting in a 25% reduction in customer complaints and a 10-point increase in satisfaction scores (Level 4: Business Impact). Finally, you calculate the ROI (Level 5: ROI): with a program cost of $75,000 and an estimated revenue gain of $500,000 from retained customers and improved loyalty, the ROI is over 500%. 📣 Time to rethink how we assess L&D success! It’s not just about what people think of the training — it’s about the real-world impact it creates. 🚀 #LearningAndDevelopment #ROI #L&D #EmployeeDevelopment #KirkpatrickModel #LearningTransfer #BusinessImpact #TrainingSuccess

Training Effectiveness (TE) Series 112: The Impact of Well-Aligned Training: Beyond the Basics. Have you ever wondered what makes some training programs create tangible results while others feel like mere formalities? The secret often lies in how well the training aligns with the organization's goals. Imagine this: A customer service team undergoes training designed to enhance their communication skills and align their efforts with the company’s customer experience strategy. Six months later: ✔️ Customer satisfaction scores increase by 25%. ✔️ Response times improve by 40%. See that is the power of alignment. When training is well-aligned, it creates a ripple effect across the organization: 🔹 For Employees: They see training as a tool to succeed in their roles rather than a checkbox activity. 🔹 For Management: They finally recognize ROI and ROE in improved performance metrics, bridging the gap between investment and outcomes. 🔹 For the Organization: Goals are achieved faster, with less resistance, as employees are empowered to implement what they learn effectively. 💡 Pro Tip: During training, explicitly connect each learning module to participants’ daily responsibilities. For example: 1. When teaching customer service reps about effective communication, use scenarios from real customer interactions. 2. For leaders, focus on practical strategies they can use in their next team meeting. This clarity not only enhances engagement but also improves application back on the job. Are your training programs achieving this level of alignment? If not, let us talk strategies! 🌟 Drop your thoughts or questions in the comments or message me directly. I would love to hear about your experiences or challenges with aligning training to organizational goals. Together, we can turn your training investments into measurable success stories. 🚀 Roy Pollock Matthew Blake - Chartered FCIPD Rose Sheldon Jeremy Manjorin, Ed. D Adekunle Jonathan Obadina (SHRM-SCP, HRMP, ACIPMN) Neha Waza Andrea Vimercati Saad Mishari Chriss Kibett Vanessa Christina Dsouza Doru Luchian Dinye Hernanda Eugen Buica Eugen Rempel Elena Diaconescu Vanessa Godwin Fatimah Masha ‘Toun Akinsunmi #TrainingEffectiveness #TrainingAlignment #ROI #ROE #LearningAndDevelopment #WorkplaceLearning #CorporateTraining #EmployeeEngagement #OrganizationalSuccess #PerformanceImprovement #LeadershipDevelopment #ProfessionalGrowth #SkillsDevelopment #TalentDevelopment #StrategicTraining #HRTransformation #BusinessGoals #TransferEffectiveness #CustomerSatisfaction #MBC

Ever wondered what happens when you dive deep into the design and development side of Learning & Development? It’s like flipping a switch in your brain—suddenly, you’re not just creating training programs; you’re solving business puzzles with innovative, tailored solutions that drive real growth. L&D isn’t just about checking the box on employee training. When you take a consultative approach, you dig into the core of business challenges, understanding not just what needs to be taught, but why. You start to see patterns, identify gaps, and craft solutions that don’t just educate—they transform. This process pushes you to think beyond the conventional. You’re not just teaching skills; you’re building capabilities that align with business goals, fueling performance, and driving the organization forward. It’s about creating learning experiences that resonate, stick, and most importantly—deliver results. In my experience, working on the design and development side has opened my eyes to the true potential of L&D. It’s about being a partner to the business, helping to shape strategy, and providing solutions that make a measurable impact. So, here’s to those of us who love to design, develop, and disrupt the norm in L&D. Let’s keep pushing boundaries and growing businesses—one innovative solution at a time. #Learninganddevelopment #traininggrowth #consultation #metlifegulf #gpstrategies

🔑 Unlocking Success with Decision-Based Learning (DBL) 🔑 *55% of workers said they need more training to perform their job more effectively. *38% expressed a desire for training that is more relevant to their current role. In today’s fast-paced work environment, it’s crucial that employees have the skills they need to succeed in their roles. Decision-Based Learning (DBL) offers a highly effective way to equip teams with the knowledge they need by focusing on real-world decision-making scenarios directly relevant to their daily tasks. DBL addresses these needs by ensuring that the learning process is directly connected to the challenges employees face in their roles, helping them not only to learn but to apply their knowledge in meaningful ways. By integrating DBL into your training programs, you can empower your team to perform better and achieve greater success. Ready to see DBL in action? Request a demo today at Conate Inc. and discover how we can help your team thrive! *Findings from online survey conducted from Jan. 29 to Feb. 20, 2022, by SHRM Research. #LearningAndDevelopment #DBL #EmployeeTraining #HR #WorkplaceSuccess #ProfessionalGrowth

𝐔𝐧𝐝𝐞𝐫𝐬𝐭𝐚𝐧𝐝𝐢𝐧𝐠 𝐓𝐫𝐚𝐢𝐧𝐢𝐧𝐠 𝐍𝐞𝐞𝐝𝐬: 𝐀 𝐒𝐭𝐞𝐩-𝐛𝐲-𝐒𝐭𝐞𝐩 𝐆𝐮𝐢𝐝𝐞 Training needs analysis is a critical process for ensuring that an organization's workforce remains skilled, competitive, and capable of meeting business objectives. Here’s a comprehensive guide based on the infographic from the Asian Institute of Industrial Air (AIIA) and NTU: 𝑾𝒉𝒂𝒕 𝒂𝒓𝒆 𝒕𝒉𝒆 𝒌𝒆𝒚 𝒈𝒐𝒂𝒍𝒔/𝒐𝒃𝒋𝒆𝒄𝒕𝒊𝒗𝒆𝒔? Begin by identifying the overarching goals and objectives of your organization. This sets a clear direction and provides a foundation for determining the necessary skills and training required. 𝑾𝒉𝒂𝒕 𝒔𝒌𝒊𝒍𝒍𝒔 𝒅𝒐𝒆𝒔 𝒕𝒉𝒆 𝒐𝒓𝒈𝒂𝒏𝒊𝒛𝒂𝒕𝒊𝒐𝒏 𝒏𝒆𝒆𝒅 𝒕𝒐 𝒉𝒂𝒗𝒆 𝒊𝒏 𝒕𝒉𝒆 𝒇𝒖𝒕𝒖𝒓𝒆? Anticipate future needs by forecasting the skills that will be essential for the organization to stay ahead in the industry. This includes keeping an eye on industry trends and technological advancements. 𝑾𝒉𝒂𝒕 𝒔𝒌𝒊𝒍𝒍𝒔 𝒅𝒐𝒆𝒔 𝒕𝒉𝒆 𝒐𝒓𝒈𝒂𝒏𝒊𝒛𝒂𝒕𝒊𝒐𝒏 𝒏𝒆𝒆𝒅 𝒕𝒐 𝒎𝒆𝒆𝒕 𝒕𝒉𝒆 𝒃𝒖𝒔𝒊𝒏𝒆𝒔𝒔 𝒐𝒃𝒋𝒆𝒄𝒕𝒊𝒗𝒆𝒔? Align the identified future skills with the current business objectives. This ensures that the training programs are relevant and contribute directly to achieving these goals. 𝑾𝒉𝒂𝒕 𝒄𝒐𝒖𝒓𝒔𝒆𝒔 𝒂𝒓𝒆 𝒂𝒗𝒂𝒊𝒍𝒂𝒃𝒍𝒆 𝒕𝒐 𝒄𝒍𝒐𝒔𝒆 𝒕𝒓𝒂𝒊𝒏𝒊𝒏𝒈 𝒈𝒂𝒑𝒔? Research and identify the courses and training programs that can address the skill gaps. This may include both in-house training sessions and external courses. 𝑾𝒉𝒂𝒕 𝒂𝒓𝒆 𝒕𝒉𝒆 𝒄𝒖𝒓𝒓𝒆𝒏𝒕 𝒄𝒂𝒑𝒂𝒃𝒊𝒍𝒊𝒕𝒊𝒆𝒔 𝒐𝒇 𝒆𝒎𝒑𝒍𝒐𝒚𝒆𝒆𝒔? Assess the current skill levels of employees through evaluations, surveys, and performance reviews. Understanding the existing capabilities is crucial for identifying the gaps. 𝑯𝒐𝒘 𝒅𝒐 𝒘𝒆 𝒌𝒏𝒐𝒘 𝒊𝒇 𝒘𝒆 𝒉𝒂𝒗𝒆 𝒄𝒍𝒐𝒔𝒆𝒅 𝒕𝒉𝒆 𝒕𝒓𝒂𝒊𝒏𝒊𝒏𝒈 𝒈𝒂𝒑𝒔? Establish metrics and evaluation methods to measure the effectiveness of the training programs. Regular assessments and feedback will help in determining if the skill gaps are being effectively closed. 𝑭𝒐𝒓𝒎𝒖𝒍𝒂𝒕𝒆 𝒄𝒐𝒎𝒑𝒂𝒏𝒚 𝒂𝒏𝒅 𝒊𝒏𝒅𝒊𝒗𝒊𝒅𝒖𝒂𝒍 𝒕𝒓𝒂𝒊𝒏𝒊𝒏𝒈 𝒑𝒓𝒐𝒈𝒓𝒂𝒎𝒔. Based on the identified needs and available courses, design and implement training programs tailored to both the company and individual employees. This ensures a holistic approach to skill development. By following these steps, organizations can systematically address their training needs, ensuring their workforce remains competent and aligned with business objectives. For more information, visit www.aiia.com.pk or contact 03328031009. #TrainingPrograms #LearningAndDevelopment #OrganizationalGrowth #TrainingNeedsAnalysis #EmployeeDevelopment #WorkforceTraining #SkillDevelopment #BusinessGrowth #FutureSkills #CorporateTraining #ProfessionalDevelopment #HRStrategies #ContinuousLearning