How we created a new L&D Strategy for a charity - Case Study with charity sector client
We were approached recently by a talent and learning director of a charity to have a look at their L&D strategy. What she wanted us to do was test her methodology. And we did that in a number of ways.
First of all, we did a discovery stage – that was looking at their desktop research. So all of the elements of their skills analysis, their strategy – from a business and from a people perspective – job descriptions, values, mission.
The second phase of the project was the insights phase. And in the insights phase, it was taking the desktop research, and then testing that in a number of ways. So we did interviews with the top leadership, we did focus groups with different personas, and we came out with eight different learning personas. And in those personas, we really focused on what people wanted to learn, the risks, the opportunities, and why it was important to them.
So when we were then designing – which is phase three – we were putting that into the report, not only the plan on the page, but we were also giving them 8-10 personas, because those personas make a massive difference in what you invest in, in terms of L&D. So that could be the different channels, the different ways you communicate, the different ways in which you learn. Because we all know that learning and development is not just about courses; it's resources.
The third phase was design – that was taking and designing them an L&D strategy. So taking the discovery and insights and putting it into a plan on a page, basically. Could you say: this is what learning and development means – the 'deal', ultimately? So in that plan on a page we looked at the 'why' – the L&D deal ultimately. Who does it apply to, what needs to be in it, the channels, and how they're going to measure it?
And then the final phase was implementation, and really thinking about a communication plan. How are you going to communicate what had been done in this audit, ultimately, and this build of an L&D strategy, but how are you going to make people feel as if it was for them, that they've been listened to? And ultimately answer the question: what's in it for me, why should I bother?
So if you've got a similar challenge, and you want some help, then drop me a line. I'd love to speak to you. Thank you.