Tips to a Successful Learning and Development Program

When going to create a new program, it can be easy to just focus on the grind. If one just spends hours and hours pouring themselves into a project, surely it’ll work out. Unfortunately, the reality can sometimes be that even the best projects won’t take off. So here are five quick tips to ensure that doesn’t happen.

The first tip is to make sure that the program isn’t just an engagement tool. In other words, people need to engage with, finish, and be affected by the program. This can be a lot harder than it sounds. It takes a lot of conscious design to remove friction, build reinforcement, and promote positive learning in one’s program. A solid program learning and development (L&D) program  isn’t just well made but is well designed for retention.

The second tip is to keep things digital and simple. There are lots of ways to spend and lose money once one leaves the digital realm. There’s no better way to save money and time than to keep things centered online. The third tip is keeping a close eye on metrics. This can be tricky. This step is essential though to ensuring the product is doing what it is meant to. Are people learning, are they learning in the way desired, is time being spent effectively both on development and by users? It’s simple questions like these that cannot be ignored.

The fourth tip is display and share. There’s no point to a program that no one knows anything about. By following step three there should be a lot of positives that are easy to highlight. Make sure that the people who should know those metrics do. Finally the fifth tip is to pivot and stay flexible. Look for feedback, review where the program is lacking, and keep the program evolving. Nothing is perfect on the first go and it takes active effort to make it something worthwhile.

And those are five simple steps to learning and development success. Anyone can work hard, but it takes a bit more than that to make something worthwhile.

Measuring the ROI of corporate learning
Source: Arist

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