Training to learning: supporting, accelerating and directing learning in your organisation

Questions this tool is designed to help you answer

• How can I develop a strategy based on encouraging learning rather than delivering training?
  
• How can I assess the readiness of my organisation to embrace learning?
  
• What immediate steps can I take to support, accelerate and direct learning?
  
• What are other organisations doing to develop learning as a strategic weapon?

Benefits of this tool

For you:

• It will help you determine good practice in supporting training and learning.
  
• It will help you develop and communicate an effective strategy for learning.

For your organisation:

• Leveraging the power of learning through alignment with the needs of the business will produce clear performance benefits.
  
• Clarifying and communicating what is expected of senior and front-line managers will ensure that the learner receives the necessary support.
  
• The resources that are spent in learning will be deployed to best advantage.

Who is this tool for?

• Training and learning professionals who have responsibility for strategy and implementation in organisations.
  
• Consultants who are involved in supporting their client's training and development efforts beyond the delivery of training courses or coaching interventions.
  
• Other people management professionals and line managers who are responsible for promoting training and learning.learning implementation from recent CIPD research, E-learning: the learning curve.

What's in the tool?

• A list of preliminary questions designed to raise awareness of the issues involved.
  
• Three questionnaires that consider different ways in which learning can be supported, directed and accelerated.
  
• An implementation plan to help you prioritise and communicate your actions.