Senior Leadership L&D

ADAPTIVE LEARNING 📚

L&D

Education

Employee Experience

Systems & Processes

Frameworks

Intranet

Research

Design

Ideation

Prototype

Mobile App

Leveraging adult learning principles for L&D provides a structured approach to enhance cognitive retention. By designating 10% to formal training, 20% to community connection, and 70% to application, tailored programs meet the specific needs of leadership teams delivered through personalised learning pathways. Enhancing knowledge promotes continuous improvement, and empowers leaders to apply learnings effectively in real-world scenarios, ultimately driving organisational success.

Ensuring leadership is equipped with cutting-edge and relevant information through learning and development programs is crucial in maintaining peak performance for any organisation. By providing continuous learning opportunities for senior leaders, companies can help them stay informed about the latest trends, strategies, and technologies. This knowledge empowers executives to make well-informed decisions that drive business forward.

Investing in the professional growth of executive leadership demonstrates a commitment to success and shows that the organisation values their expertise, boosting morale, motivation, and loyalty. Ongoing development programs can help executives enhance their critical thinking, problem-solving, and decision-making skills, enabling them to navigate complex challenges with confidence and agility.

In today's rapidly changing business landscape, executive leaders need the necessary knowledge and skills to stay competitive. Continuous learning and development programs provide a platform for executives to broaden their perspectives, challenge conventional thinking, and explore innovative solutions. In pursuit of growth and development of executive leadership, organisations can cultivate a culture of excellence, drive performance to new heights, and position themselves for long-term success.

Situation

Leaders are entrusted with the responsibility of providing sound guidance and direction to their teams. Without the right information at their disposal, this task can become significantly more challenging. Inaccurate or outdated information can lead to misguided decisions, missed opportunities, and ultimately, diminished performance for the organisation.

Organisations must implement robust systems and processes for information dissemination. Utilising technology can streamline the flow of information, ensuring that leaders have real-time access to critical data and insights. Regularly scheduled updates, reports, and briefings can also help keep leadership teams equipped to make better-informed choices.

Promoting a culture of continuous learning and development within the organisation can empower leaders to seek out relevant information independently. Encouraging ongoing education, participation in industry events, and networking opportunities can broaden perspectives and deepen understanding, enabling leaders to navigate complexities with confidence.

Ultimately, effective communication, leveraging technology, fostering a learning culture, and prioritising information integrity are key components in overcoming the challenge of keeping leadership teams up-to-date with the most current, accurate, and relevant information. By addressing this challenge proactively, organisations can enhance decision-making, drive performance, and foster a culture of agility and resilience.

Let’s face it, who has time for L&D when you’re already inundated with so many tasks and you’re utilisation is already at 110%? Seems like personal growth opportunities are the first thing to get thrown on the back burner.

THE CHALLENGE

Who has the time to juggle formal certification with a demanding schedule, on top of being there for your kids, parents and/or fur child at the end of the day?

Finding balance and harmony in one’s life can seem unattainable unless you specifically allocate time off to pursue learning and development opportunities. And how are organisations best to invest in representatives of their business when they already have tight schedules inundated with deadlines?

Successfully integrate L&D opportunities so personal growth is prioritised in workplace culture, to get high-performing teams to achieve operational brilliance and organisation-wide success.

Business Goals

1. Strengthen leadership team knowledge and skills

2. Foster innovation

3. Enhance decision-making abilities

4. Make strategic choices

5. Boost employee engagement and motivation

6. Drive business growth

7. Improve problem-solving abilities

8. Cultivate a learning culture

User Goals

1. Enhance leadership skills

2. Access meaningful and memorable learning

3. Track personal performance

4. Receive relevant and up-to-date leadership training

5. Autonomy over elective modules

6. Access learning through various mediums

7. Increase team collaboration and connect with a community

8. Consolidate learning from external sources

9. Drive organisational change and innovation

10. Support career development and progression

11. Ensure alignment with business objectives

12. Enhance decision-making and problem-solving skills

13. Foster engagement and motivation

Solution

A learning management system which housed vital information & personalised pathways accommodating each learner's intricate needs and interests.

The program would inspire leaders and remove existing barriers, to relentlessly pursue L&D opportunities that could be conveniently referred to with concepts incorporated into workflows. Leaders adopted a mindset of continual growth, improved operational efficiency and created better environments for high-performing teams to perform above and beyond.

We created a learning management system that provided:

Essential baseline requirements coupled with opt-in electives
Self-assessment and peer review onboarding feature
SMART goal-setting and performance-tracking capability
Part of a broad ecosystem, powered by tech
Customisation of how users prefer to access information
Nomination of intensity and commitment level
Accommodation to suit busy schedules for convenience
Offered micro-learning or bite-sized concepts to increase completion rates
Dictate the intention behind learning
Incentivisation with micro-credentials and rewards
Opportunity to connect with a learning community,
Explore the repetition of a thought through questionnaires
Application of what was learned

…to introduce, reinforce and memorise formal learning concepts.

THE PROCESS

Workshops

Our design team, various learning program SMEs along with leadership teams explored the most memorable learning and best practices offered in the market through personal experiences in numerous workshops. Conducting horizontal and vertical analysis of experiences, we selected individual aspects of exemplars in the market to ideate comprehensive learning pathways to suit key learner archetypes. What features could we explore that weren’t considered traditional methods of learning that we could draw inspo from? What liquid expectations do people have from alternative offerings where people consume information?

Learning Initiative Matrix

We prioritised the basic ingredients to a recipe for leadership learning for pilot rollout considering the viability, desirability and feasibility of a learning program. From this prioritised list we collected pursuable ideas that we might consider for release beyond the pilot.

Learning Experience Program Mapping

We documented the chronological steps learners would take to progress throughout their L&D experiences. This included current state and optimal journeys, goals, tasks, emotions, features, channels & touchpoint swimlanes to ensure alignment across all supporting personnel.

Outcome

Learning became ritualistic with the introduction of a purposeful digital product to support personal growth and enable change within the organisation…

The efforts throughout the engagement provided the client with innovative ideas, the best-foot-forward approach for L&D adoption, and future steps for scalability. Leadership teams embraced this new improvised learning experience, giving them anticipation and excitement beyond pilot release. With engagement success came the decision to extend the allocated budget and overall investment in their leaders.

The program was well-received, incentivised and inspired people to pursue personal growth. The team’s enhanced performance brought upskilling back as an integral focal point of their growth strategy.