November 17, 2016

The 10 Key Tactics to Boost Your Organisational Impact

Data from the 2016 Towards Maturity Benchmark report, “Unlocking Potential,” provides a fresh insight into the L&D tactics that lead to the greatest organisational success.

The report crunches data from 100’s of learning professionals around the globe as well as 1000’s of learners. This is the Benchmark’s 12th year, which makes it the “go to” source of insights into how learning and development is changing and what learning professionals can do to deliver impact in their organisations.

This year’s Towards Maturity Benchmark Report provides new statistical analysis that shows the tactics high achieving organisations are using to help them achieve success.

Here, DPG pull out 10 key tactics to help you as an L&D professional create more impact and increase the performance of your organisation.

#1 Provide appropriate and timely content
The research shows that 82% of achievers (those achieving an impact) agree that they support the skills the business needs through their learning initiatives (vs 57% non-achievers). And 74% allow learners to access their online learning at any time (vs 53% non-achievers)

#2 Harness technology appropriately in learning design
Learning teams that create organisational efficiencies use technology to improve the learner experience with 73% using video, audio, images and animation appropriately, as well as text in their e-learning content (vs 40% non-achievers) and 67% knowing what technology-enabled learning their general IT systems can support (vs 41% non-achievers)

#3 Support face-to-face training with online learning
Face to face learning is an important part of the formal learning experience and organisations that are making it work in a digital world are weaving technology into the design and delivery of formal training with 45% of achievers agreeing their face-to-face training actively integrates technologies within the programme (vs 21% non-achievers). And 45% also agree that their face-to-face training actively builds on knowledge gained through online learning (vs 24% non-achievers)

#4 Know that formal learning is part of a seamless bigger picture
Top learning organisations know how and when formal learning works. They look beyond the learning silo and design learning to support a wide range of business processes and employee aspirations – 38% support career aspirations (or personal job goals) with technology-enabled learning (vs 20% non-achievers) and 37% agree that learning technologies reinforce the way they recruit, onboard and develop people (vs 15% non-achievers)
Learn more about transforming formal learning

#5 Ask the right questions
The data shows that L&D must make order taking a thing of the past with 76% agreeing that they analyse the business problem before recommending a solution (vs 50% of non-achievers looking for process improvement)
Learn how to ask the right questions with Kirkpatrick Certification

#6 Ensure your digital programme design supports learning transfer
Learning programmes succeed when they are put into practice which means L&D professionals must focus on how this learning transfer can take place. Successful L&D teams include activities that help individuals to practice the desired outcomes (66% vs 41% non-achievers) and 39% use highly interactive methods, such as games and simulations, in their learning

#7 Recognise the importance of trial and error
People learn from their mistakes so help staff do exactly that. High achievers encourage staff to learn from their mistakes (60% vs 35% non-achievers)

#8 Proactively encourage ownership of learning
The key here is to help colleagues understand how their work is linked to the organisation’s performance (81% vs 51% non-achievers) and 49% agree that staff know how to productively connect and share (15% non-achievers)

#9 Identify opportunities to support learning in the workplace
The most successful L&D teams focus their attention on how colleagues can learn in the flow of work – 68% develop challenging and stretch tasks to embed learning in behaviour (vs 22% non-achievers) and 63% actively encourage staff to take on new work experiences as an opportunity to learn (35% non-achievers)

#10 Develop yourself and your colleagues
The report shows that in order for L&D professionals to deliver on these tactics they must focus on their own development. It is often the L&D team that puts the skills of other colleagues ahead of their own development. This has to stop or else L&D teams will become deskilled over time.

DPG develop the skills that L&D professionals need to succeed. As Ambassadors of Towards Maturity, benchmark data and insights are used to continually design and refine the learning experiences so what you learn can be used to transform how your organisation learns.

To develop yourself or your team into a “Top Deck” organisation speak to DPG about L&D Qualifications approved by the CIPD, Call 0330 660 0220

CIPD Certificate in L&D Practice (Foundation Level 3)
CIPD Diploma in L&D Management (Intermediate Level 5)
CIPD Diploma in Human Resource Development (Advanced Level 7)

Download the full 2016 Towards Maturity Benchmark

Visit DPG’s main website www.dpgplc.co.uk