When developing a learning program, there are so many different elements to take into consideration. Although many programs will have attributes in common, there are a few that really make a program stand apart from the others.
In order to help participants put into practice what they will learn in a program, it's important to develop resources that make sense and can be applied. If learners are already engaged, this is only add value to their learning process.
If they need a little push for engagement, it makes sense to ensure that the learning experience is also well-designed, though this should be taken into account in any circumstance. One example is developing a brand strategy template in conjunction with strategy, that participants can use on the job which will help them implement the tactics they have learned.
It's also key to spend time with your audiences to decide where you need to spend your resources.
Making sure to answer the question "what is the focus of the program design?" is important to ensure that any learning & development program will be effective. Do you want to drive organizational change with a focus also transforming culture? Is the goal to diffuse a set of concepts, frameworks and tools througout the company? The focus can be acheiving specific business objectives or particular outcomes. When you get this right, clients, repeat business & revenue will follow.
Measures to Determine Success
The only way to really know if a program is "best in class" is to have measurement indicators that are defined right from the beginning of the process. These could be "leading indicators" related to business objectives, such as increased use of corporate branding tools in the commercial branding process. It's important to have those key performance indicators defined.
An Experiential Approach
The opportunity to practice and test new knowledge, skills and tools in a safe environment is essential if you want a program to succeed. Engaging a user's emotions will increase learning retention and also creates organizational momentum and strengthens networks. It also makes people care about the things we want them to care about: customer-centricity, resource allocation, long-term strategy, and the like.
So what is the most effective way to ensure that participants will actually retain their learning insights and apply them on the job? Experiential learning plays a big role in the process. We suggest using simulations that mimic a particular environment, story-telling and impactful videos to acheive this.
If you want to learn more about incorporating a "best in class" learning and development program, download our Experiential Learning User's Guide: