How learning strategy aligns with business transformation
Training is not the finish line
Too often, organizations treat training as a box to check once change is announced. However, transformation doesn’t happen simply because someone has sat through a module. Learning must be designed as infrastructure, aligned with academic or business goals, reinforced by curriculum, and measured through performance on assignments, tests, and other authentic assessments. I’ve helped build these systems from the ground up, from onboarding rollouts to program-wide curricula. The key shift? Thinking like an engineer, not a content creator.
Design to drive behavior, not just recall
When I work with leaders, I ask: What behaviors will demonstrate that this learning was effective? Then we reverse-engineer from there. This means integrating tools such as advanced organizers, peer mentoring, and feedback via formative assessments to extend learning beyond “event mode.” It also means building feedback loops that link learning data to real outcomes.
Takeaway
Strategic learning isn’t a one-time intervention; it’s the soul of the curriculum.
Discussion Prompt
What’s one problem you wish L&D teams were invited to solve earlier?
No comments:
Post a Comment