The current state of the industry

It is clear that organizations evolve by innovating their business models. The L&D
department shouldn’t be an exception and is expected to accelerate performance and
create added value in the same way, by improving its own business model.

Many organizations today are delivering traditional learning and capability

development solutions which only scratch the surface of L&D and the value that it
can bring.

Redefining Learning with Value-Based L&D

Today it is important to transform the L&D department into a real Value Creator
that can deliver actionable business solutions to enhance performance and unlock
growth opportunities.

What is the challenge that we must overcome?

For many years several organizations have attempted to convert their delivery model
to focus more on performance and business improvement but were unable to do so as
they were unable to evaluate how L&D can critically influence different areas of
the business.

It is when you see the big picture that you can make a real impact

Value-Based L&D represents an approach that enables professionals to address the

big picture of L&D, supporting them in consolidating an agile and high-performing
organization.

Here’s a six step plan for creating a value-based learning model:

Assessment
This involves assessing where the organization stands today. Assessment models such
as SWOT which represents strengths, weaknesses, opportunities and threats can be
used here. Later on, Put everything learning-related up for discussion.

Goal-setting
Once the assessment is completed, have a conversation about where the organization
would like to be in the future. It could make sense to also define short-term as
well as long-term goals. Here it is important that the goals being discussed and
agreed upon should align with the organizational values that have been established.

SMART plans
SMART is an acronym for – Specific, Measurable, Actionable, Responsible and Time-
bound. For each goal, establish a SMART plan that answers the following questions:

Specific: What is the goal we’re trying to accomplish?

Measurable: How will we know when we’ve achieved the goal?
Actionable: What are the individual steps that will help us accomplish the goal?
Responsible: Who is responsible for each step in the process?
Time-bound: When will each step be completed?

Communications
The single most important step in developing and implementing the value based
learning model is communication. Everyone involved needs to feel their input was
heard, understand the strategy and buy-into the strategy.

Implementation
Where communication is the most important step, implementation is the most visible.
Everything that’s been done to date – all the planning, discussing, etc. – will be
in full view.

Monitor and evaluate

Monitor and evaluate its effectiveness. Make adjustments as necessary.

The value-based learning model can be used on an organizational level and even at
the department level which when implemented is essential to achieve organizational
results.