FROM START TO FINISH

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A smoother journey 🗺️

Becoming a learning organization often means that the company both needs to challenge old truths and dare to try new things. It’s tricky to do without help and it’s easy to fall into the trap of changing everything at the same time. We have a model for how it works, step by step.

 
“The ability to learn faster than your competitors is the only sustainable competitive advantage.”
— Steven Kotler
 

The process

Needs

First, we need to assess the current situation. What's the reason you want to do this?

  1. What problem are you trying to solve?
  2. What should employees do differently?

Where to begin

Is it the sales staff, hr or any other competence area you want to focus on first?

Competence areas should be more closely tied to what employees do, rather than where they belong in the organisation.

Skills and levels

Time to pick what skills employees need and how they should be grouped into levels.

We'll look at what each role needs to do in order to succeed, and why they aren't doing it already.

We have a pretty large collection of skills to choose from. Together with you we'll create any skill that is missing.

Define

We set a goal and define how to get there, step by step.

  1. Formulate a strategy (Long-term transformation into a learning organization)
  2. Set measurable, concrete and timed goals.
  3. Look for solutions to the problem.
  4. What content needs to be produced.
  5. Technical solution (Including who runs operations/support)
  6. Planning (Resources, schedule and launch)

Delivery

It's time to get started. This doesn't mean that all parts of the solution need to be ready, just enough to get started, we are as eager as you are.

  1. Technical delivery of the platform. (Setup users and structure, integrate with HR-system or user databases)
  2. Workshop with management (Ensure ownership)
  3. First launch (Management)
  4. Launch (Employees)

Summary

  • Internal commitment is a key factor for success.
  • Close dialogue and cooperation is a must.
  • A long-term perspective is absolutely necessary for a transformation.

We’ll start out by asking lots of questions to really understand what you need. Customers have come to us because they wanted to have a specialist course but what they really needed, and got was a change of attitudes in the management team.

We’ll help you throughout the entire process, from anchoring internally to implementation and evaluation.

 

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