L & D during a crisis
Learning isn’t on lockdown, up-skilling at a time of crisis is an excellent opportunity for businesses to gain competitive advantage. Being pro-active in your approach to learning and development is a form of succession planning and crisis management. This is an ideal time and opportunity to motivate isolated teams and make use of the organisations existing learning assets and technologies to re-address learning needs and plan for the future.
It’s now more important than ever to focus on the skills needed to make a difference during and after the COVID-19 crisis and focus on Organisational Development (OD). The influence of technology on learning and development has made this achievable through eLearning, video learning, virtual classrooms, online coaching, mentoring and consultancy.
For some organisations this maybe a paradigm shift, moving from the reliance on formal learning to actioning virtual led programmes and this is where The marketors can help, our experience working with clients and there dispersed global teams means we can hit the ground running with new clients and draw upon that valuable experience.
Organisational Development
Good organisational development is born through effective learning & development programmes, it’s about creating beneficial, measurable change that makes a positive impact within your organisation. The marketors adopt a holistic, consultative approach covering every step from a training needs analysis to the design and delivery of aligned training programmes, this is where we excel. We are experts in complex change management and digital transformation projects and organisational impact is always at the heart of our solutions, we will work with you to help create a learning culture and environment fit for the future of your business.
What is it?
The CIPD describes organisational development as “the planned and systematic enabling of sustained performance in an organisation through the involvement of its people.” Organisation development is crucial and can play a vital role for businesses looking for effective strategies to emerge from the unprecedented and potentially long-term challenges the Corona-Virus pandemic has caused. Business will face unchartered waters in the coming months and years and tried and tested strategies will form the foundations for growth.
How people learn
Organisational Development doesn’t only happen when an organisation wants it to, it’s not only isolated to the classroom or organised training event, in-fact the majority of learning in an organisation takes place outside the classroom as discovered by the three researchers and authors, Morgan McCall, Michael M. Lombardo and Robert A. Eichinger, when developing the 70:20:10 model.
The model continues to be widely employed by organisations throughout the world and illustrates that 70 percent of learning is achieved from job-related experiences, 20 percent from interactions with others, and only 10 percent from formal educational events.
So, independent reading, peer-to-peer shadowing, coaching, mentoring are all activities where learning occurs in the workplace. That’s why a blended learning approach can be so effective, incorporating the formal and informal elements including recommended reading, eLearning, workplace assignments, tasks and projects to make the experience more impactful to the organisation and the learner.
Why do it?
Organisations are subject to constant change in both the internal and external environments. These changes are drivers of organisational repositioning, right-sizing and consequently changes in skill requirements.
Identifying your organisations needs
Any organisation wishing to develop successfully need the input and buy-in from their people, and their motivations can be vastly different to those of the company. They might want to bridge the gap in their knowledge, recognise their accomplishments with qualifications or develop a different skill.
Creating a learning culture
The most effective learning comes from a synergised approach where the development needs of both the organisation and its people support each other. The marketors deliver behavioural change by aligning individual and organisational objectives in engaging, innovative and academically rigorous projects.
When assessing, there are a number of key questions to ask:
- What are the organisational goals?
- How will learning & development initiatives achieve these?
- How will this be rolled out?
- Who does what and when?
Ensuring that your L&D function, decision makers and line managers understand the importance of employee buy-in and organisational development is essential. By working with the marketors in your approach and implementation, we can add tremendous value. We work with your organisation to help you structure the combination of formal and informal learning interventions that will drive the change you need and we source expert practitioners, trainers, consultants and subject matter experts to provide the training design, delivery, and development expertise.
For more information, advice or free consultation please email [email protected]
