Quick Check: 3 Key Indicators of Effective Organizational Learning

essentials-25 You understand the learner.

A well-considered profile of the target learner conducted in the needs assessment or planning stage will help avoid spending resources to retool the learning solution during the implementation stage. There are a great number of factors that can be considered, depending on the context: proficiency level, educational background, position in the organization, tasks, skills, availability, etc. Understanding the learner can be boiled down to an essential task: Get the right knowledge to the right person at the right time.

essentials-25You understand organizational objectives.

An important step in developing learning objectives is to develop them in alignment with organizational objectives, business goals, and organizational values. For example, if there is a major product development effort within the organization, mapping the learning goals to marketing, product development, and production needs will help the organization to have a cohesive strategy to get information and knowledge to the right stakeholders.

essentials-25You understand the learning goals.

Clear learning goals are key to avoiding the investment of time and capital in a learning solution that is ineffective, overly broad, or deficient in content that meets the needs of the organization. For instance, time spent in training may be less efficient as a solution a need for just-in-time information, or, conversely, a set of instructions may leave the learner unprepared for situations that require more extensive training.

Essential Questions for Early Planning Stages:

  • What gap or need exists?
  • What are the organization’s business objectives?
  • How will the learning support organizational objectives?
  • What other objectives need to be considered? Regional? Departmental?
  • Who is the learner?
  • What is their role in the organization?
  • What are their current skills?