Making Learning Extraordinary Resources

With the trainer role shifting from primarily a classroom facilitator to a learning curator, organizations need resources to help them stay effective. With this shift, trainers are facing a number of challenges to continue to add value to learners within nonprofit organizations, government, and business.

Concerning Learning can help you address the top 10 challenges, according to Infinity Consulting & Training Solutions, that those who share knowledge and skills with others for the purpose of learning face…

  1. Lack of management buy-in

  2. Low participant engagement

  3. Training doesn’t transfer

  4. Not enough time

  5. Trainer’s skills are inadequate

  6. Lack of resources

  7. Poor communication

  8. No needs assessment

  9. Process gaps

  10. Lack of employee buy-in

Check out the resources below to help your organization achieve higher levels of employee engagement!

Making Learning Extraordinary Resource #1–Align your organization’s learning strategy with the mission and business strategy.

No One Size Fits All

Many potential clients ask me to provide a listing of courses that Concerning Learning provides. We can offer courses and programs that we have conducted in the past. These types of requests present challenges because our courses are designed, developed, and delivered based on our clients’ specific needs. There is no “one size fits all” solution that Concerning Learning offers. Our approach is what sets us apart from many training companies. We tailor our solutions based on specific organizational needs that will lead to business results.

There’s No Way Around It

Assessing learning needs, learning about organizational challenges, and gathering information about employee performance problems is the first step to developing an effective and extraordinary learning strategy. There’s no way around this first step when you make learning extraordinary.

Discovering the current situation is the only way to provide the most appropriate learning solutions. Spending time to ensure learning solutions align with the business is how Concerning Learning can stand behind its products and services. Our goal is always to provide you with the best solution and the best value for your investment.

Proven Results

Concerning Learning has a wealth of experience in diagnosing training needs, allowing us to tailor blended learning solutions based on your specific goals. This targeted approach repeatedly yields our clients the most impactful and extraordinary learning experiences.

Stay Tuned

Tomorrow, I will elaborate on selecting the right content and programs and how this is essential for reaching learning goals.

For more information on aligning your learning strategy with the business, watch Episode Two of the Concerning Learning Video Podcast, How to Align Your Learning Strategy with the Business.

Feel free to contact me with any questions or inquiries. See you tomorrow!

Don’t forget to learn something new 🙂

Making Learning Extraordinary Resource #2–Implement the right programs to achieve higher levels of employee engagement.

“How do I improve employee engagement?” and “How do we become a high-performing organization?” are two questions that many of our clients ask.

Yesterday, I discussed how Concerning Learning can help your organization align your learning strategy with your business strategy. Business alignment is one key component for an Extraordinary Learning Strategy.

Today, I want to share the essential programs that will lead to higher levels of employee engagement and ultimately a high-performing organization.

An Extraordinary Learning Strategy must include the programs listed below.

  • Leadership Development
  • Onboarding
  • Mentoring
  • Succession Planning
  • Knowledge Management

All programs are not created equally. When designing and developing new programs, be sure to consult highly-skilled instructional designers (IDs) like the ones at Concerning Learning. We specialize in adult learning principles and structuring learning experiences that lead to actionable and sustainable results.

I will discuss instructional design in more detail in a later post, and starting on Monday, I will share how Concerning Learning can help develop the right content for each of these programs.

Have a great weekend and don’t forget to learn something new 🙂

Making Learning Extraordinary Resource #3–Build leaders at every level within your organization with a comprehensive development program.

Last week, I discussed how Concerning Learning can help your organization align your learning strategy with your business strategy and implement the right programs for an Extraordinary Learning Strategy. Today, I want to share how we can help your organization create a comprehensive leadership development program.

How many times are people promoted into leadership roles, but are completely unprepared to be effective?

This is a symptom of a larger problem. The real problem is that organizations are not developing their leaders at all levels. The crucial mistake is only creating programs for employees with leadership titles such as “manager,” “supervisor,” “director,” and “chief.”

We’ve seen this mistake repeated with devastating effects on morale and employee engagement. Not addressing this mistake ultimately leads to lack of organizational effectiveness and even complete abolishment of the organization.

Concerning Learning can help you create a comprehensive leadership development program that builds leaders at every level within the organization. Organizations will either invest now or invest later at a much higher cost.

Tomorrow, I will discuss how Concerning Learning can help your organization create an extraordinary onboarding program.

Don’t forget to learn something new 🙂

Making Learning Extraordinary Resource #4–Equip new employees for success with a comprehensive onboarding program.

“Why do 50% of our employees leave within the first six months?” If your organization is asking this question, chances are that your onboarding program needs improvement.

It’s a proven fact that onboarding has a direct correlation to employee engagement. Some studies state that companies with an engaging onboarding program retained 91% of their first-year workers. With statistics like this, any company that’s serious about improving employee engagement must invest in an actionable and sustainable onboarding program.

There’s no denying the evidence which points to onboarding as a factor that contributes to high levels of employee engagement. For before-mentioned reason, Concerning Learning includes onboarding programs as an essential component within an Extraordinary Learning Strategy.

Concerning Learning can help you create a comprehensive onboarding program that equips new employees with knowledge, skills, and experiences to reduce the time it takes to be a valuable contributor to a thriving organization.

If you’d like to read more about onboarding, check out my article in TD Magazine, A Proper Introduction.

Tomorrow, I will discuss how Concerning Learning can help your organization create an extraordinary succession program.

Don’t forget to learn something new 🙂

Making Learning Extraordinary Resource #5–Always be prepared to fill critical vacant positions with a comprehensive succession plan.

“Oh no! With Jim gone, we’re doomed and have to discontinue our safety program!” Your organization never wants to be in this situation because the consequences can be the demise of business continuity.

Without a comprehensive succession plan, organizations have no thoughtful way to build a pipeline to continue business operations in the event that a key employee leaves the position or even the company. It’s just good business practice to have people ready to move vertically and horizontally within an organization for two reasons.

First, you offer employees an opportunity to learn and grow while accomplishing mission-critical work. Secondly, if the work that your organization does is important, you can’t afford to have critical positions vacant while you search for a replacement. These two reasons provide the basis for why Concerning Learning includes succession planning as an essential component within an Extraordinary Learning Strategy.

Concerning Learning can help you build an actionable and sustainable succession plan that helps organizations create growth opportunities for employees while establishing a pipeline to fill key vacant positions.

Next, I will discuss how Concerning Learning can help your organization create an extraordinary knowledge management program.

Don’t forget to learn something new 🙂

Making Learning Extraordinary Resource #6–Create a system to maintain continuity of operations with a comprehensive knowledge management program.

Let’s go back to Jim from the succession planning post #5. If you recall, Jim left his company which resulted in them having to discontinue a mission-critical safety program. Not having Jim employed left a gaping hole in their staff, but it also left a gigantic hole in their ability to transfer his tacit knowledge (what was in Jim’s head) and make it explicit (available for others to access and use it) to maintain the continuity of operations. This would not happen if Jim’s company had a knowledge management program.

Without a comprehensive knowledge management program, organizations have a system that ensures the organization has the right information, to be used by the right people, at the right time.

Concerning Learning can help organizations build an actionable and sustainable knowledge management program that helps them use technology to gather tacit and explicit knowledge, allows people to access it and learn, while providing a mechanism for organizational experts to feed knowledge back into the system.

Next, I will discuss how Concerning Learning can help your organization create an extraordinary mentoring program.

Don’t forget to learn something new 🙂

Making Learning Extraordinary Resource #7–Facilitate organizational learning and encourage relationship building with a mentoring partnership program.

“What can we do to tear down these organizational silos?” A well-structured mentoring partnership program can encourage knowledge sharing between departments, leverage individual employee strengths, and facilitate organizational learning. Mentoring partnership programs provide numerous developmental experiences for matched mentoring pairs and designated groups which lead to a cross-pollination of knowledge, stronger relationships, and erosion of organizational silos.

Successful mentoring programs don’t just happen. Many organizations start mentoring programs without giving a lot of thought to the expected outcomes and how the program aligns with the business strategy and mission.

Concerning Learning helps organizations facilitate organizational learning and relationship building by designing, developing, and implementing mentoring partnership programs that achieve desired results. We’ve helped clients with mentoring programs to improve morale, increase organizational productivity, and career and professional development. Let us help your organization unleash the power of mentoring.

Next, I will discuss how Concerning Learning can help your organization build a highly-skilled talent development team.

Don’t forget to learn something new 🙂

Making Learning Extraordinary Resource #8–Build a highly-skilled talent development team to lead organizational learning strategy efforts.

“Now that we know how to structure our learning strategy, who will lead its development and implementation?”

I covered, in previous posts, the first two essentials of an Extraordinary Learning Strategy: 1) alignment with the business strategy; and 2) the right content and programs. The third essential is that the strategy has to be led by a highly-skilled talent development team in order for it to increase employee engagement.

This last essential is where many organizations get derailed. They adopt the philosophy that anyone can develop training if they are subject matter experts. I call this the missing link to a successful learning strategy. Organizational leaders don’t realize that for an Extraordinary Learning Strategy, the talent development (TD) team must, at a minimum, have the skills to be able to:

  • Properly assess organizational and individual learning needs;
  • Design, develop, and deliver blended learning solutions;
  • Evaluate the effectiveness of implemented learning solutions; and
  • Manage the learning function with repeatable and efficient processes and procedures.

Concerning Learning helps build your TD capacity to address the organization’s learning needs, cultivate a healthy learning culture, improve employee engagement, and create a high-performing organization. Without fundamental TD skills, the TD team is not equipped to create, implement, nor manage the learning function.

Next, I will discuss how Concerning Learning can help your organization build the four skills listed above.

Don’t forget to learn something new 🙂