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- - - - Aligning training to company vision and goals ensures that the org is not just providing staff with knowledge and skills required for the job, but also influencing their attitudes and behaviors to make them more effective.
      - L&D as a strategic function helps enable a company's near-term results & long-term direction.
      - The focus of L&D should be on shaping the desired culture, fostering new ways of thinking, developing new behaviours, and driving strategic opportunities.
      - *L&D teams need to enhance their own skills in designing and implementing organisation-wide learning strategies that meet the business and its learners at their point of need.*
        *L&D must work with the business to solve critical performance challenges and measure the effect their interventions have in solving them.*
        One of L&D’s primary responsibilities is to manage the development of people—and to do so in a way that supports other key business priorities. L&D’s strategic role spans five areas, such as:
        
        Develop people capabilities
        
        Attract & retain talent
        
        Motivate & engage employees
        
        Build an employer brand
        
        Create a values-based culture.**
      - WHY? The shift to a digital, knowledge-based economy means that a vibrant workforce is more important than ever: research suggests that a very significant percentage of market capitalization in public companies is based on intangible assets—skilled employees, exceptional leaders, and knowledge
        https://www.mckinsey.com/business-functions/organization/our-insights/the-essential-components-of-a-successful-l-and-d-strategy
        
        The ACADEMIES framework a useful tool for conceptualizing learning strategy. https://elevatinglearningbook.com/the-academies-framework-a-useful-tool-for-conceptualizing-learning-strategy-5/
        
        Align with business strategy
        
        Business units & HR co-own ACADEMY
        
        Assess capability gaps & estimated value
        
        Design learning journeys
        
        Execute & scale effectively
        
        Measure impact on business
        
        Institionalise & integrate
        
        Enable 70:20:10
        
        Apply systems learning technology.
        
        McKinsey_explanations of ACADEMY framework
  - - - How would the learner describe this experience?
        Will they enjoy it?
        Will they find it valuable?
    - - Debates
      - Interactive exercises
        
        With assessment responses & remediation
        
        promote conceptual understanding of learners in heads-on & hands-on activities which yield immediate feedback
      - Flipped classroom
    - - Deep processing
        
        Chunking
        
        Deliberate practice
        4.
        5.
    - - Agile elements to help overcome the natural deficienceis of each approach but every company needs to decide for itself which backbone is best fit.
    - - Strong coordination thru central learning team
      - Helps to avoid duplication of learning efforts & offers economies of scale
      - enterprise-wide budge, resources, L&D talent, external partnerships, vendor management, standard & guidelines
      - RISK: less attuned to specific needs of business units
    - - Ownerships of learning initiatives to individual business units
      - Tailored initiatives to specific functions, needs & people
      - RISKS: Limited oversight, learning programs don't have a clear connection with C-suite. Programing may lack cohesion.
    - - Becoming the norm. Allows for better connections with business units.
      - Central team develops professional & leadership development programs, sets & enforces standards & manages learning platforms & tools
      - Business units are responsible for technical learning (& often delivery of enterprise programs).
      - RISKS: Can create comms & coordination challenges by blurring lines & causing confusion about who is in charge of what.