How to Build a Winning Learning Structure

The L&D Manager’s Guide to Learning Architecture

Have you ever felt like your organization’s training programs are a scattered mess of good intentions? You are not alone. Many L&D professionals are struggling to create a holistic learning approach, a framework that guides how employees acquire the skills and knowledge needed to succeed. But fear not, fellow L&D champions! This article will equip you with steps to define a learning architecture that fosters a successful learning culture.

What exactly is a Study Strategy?

Think of your learning strategy as a guide to your organization’s learning journey. It outlines the training ROI you aim to achieve, the skills employees need, and ways to deliver them effectively. It’s the bridge between your business goals and a skilled, engaged workforce.

Defining Your Higher Level Learning Strategy

Before you dive into specific training programs, take a step back and ask yourself some important questions:

• What are the various levels of training required? Do you need basic onboarding for new hires, advanced skills development for veterans, or leadership training for managers?
• What are the different stages of withdrawal? Will the onboarding happen within the first week, or will it be spread out over a month?
• How can you combine different training methods? The magic number for successful learning is often referred to as the 70-20-10 model: 70% learning on the job, 20% through training and coaching, and 10% through formal training (such as custom eLearning). How can you use a combination of these methods?

Also, will you create or use existing work communities where employees can learn from each other? Will you equip managers to better support their team’s learning goals? Can they provide training, and feedback directly related to the content of the training?

Diagnosing Your Current Learning Ecosystem

Before building a brand new palace of learning, let’s examine the foundation. Take a good look at your organization’s current learning ecosystem. Here are some important areas to consider:

1. Strategy – Do you have a clear learning vision that aligns with overall business goals?
2. People – Do you have the necessary L&D staff and resources to execute your strategy?
3. Learning culture – Does your organization encourage continuous learning and improvement?
4. Learning content – Is your current content up-to-date, engaging, and delivered in the right format (online learning, in-person workshops, etc.)?
5. Technology – Do you have the necessary Learning Management System (LMS) and other tools to deliver training effectively?
6. Data – Do you track learning data to measure the impact of your training programs?

Identifying the Needed Learning Solution

Based on your analysis, create a temporary list of needed learning solutions. Think about all the learning hours, learning methods (eLearning, microlearning, blended learning), and tools needed. Don’t forget to include budgets! For example, if you choose a microlearning solution that also facilitates social learning, you need to consider how this will affect the learning process. These decisions will guide the development of your study strategy.

Building Your Dream Team: Bringing the Right People Together

Your learning structure is as strong as the team that builds it. Here’s how to assemble your dream L&D team:

• Internal resources – Look at the skills and experience of your existing Learning and Development staff. Can they handle the workload, or is there a specific skills gap?
• Skill development and development – Consider investing in the training and development of your current team members. They may have basic knowledge but need training in specific areas such as Instructional Design, eLearning development, or data analysis.
• Addition of staff – Sometimes, more expertise is needed. Look to freelance L&D professionals or agencies to fill specific skills gaps or handle short-term project needs.
• Different opinions – Building a diverse team with diverse backgrounds and experiences is essential. This ensures that your learning programs are inclusive and cater for different learning styles.

Is staff development a business training requirement?

Remember: Clear communication is important when working with internal and external resources. Define roles and responsibilities, set expectations, and create a collaborative work environment.

Communication is Key: Keeping Everyone on the Same Page

A successful learning structure depends on effective communication. Here’s how to make sure everyone is informed and involved:

1. Make a contact plan – Create a clear plan that defines who needs to be informed about the learning curve development process, how often, and through which channels (emails, meetings, internal social media).
2. Set expectations – Communicate deadlines, milestones, and key decision points to stakeholders, including managers, supervisors, and employees.
3. Collect the answer – Don’t sacrifice to the beast. Actively solicit feedback from stakeholders throughout the process. This ensures that your architectural learning is relevant to their needs and expectations.
4. Celebrate success – Talk to a winner on the way! Highlight the impact of your learning structure on employee development and business goals.

By establishing a clear communication environment and fostering a collaborative environment, you can ensure that everyone in your organization is invested in the success of your learning structure.

Wrapping up

Defining your learning architecture takes time and effort, but the rewards are worth it. With a solid foundation in place, you can create a learning environment that empowers your employees, develops their skills, and ultimately drives business success.