I am currently working on creating a learning framework, and it’s been a rewarding experience. I’ve especially enjoyed reflecting on how to align a company’s values with its L&D needs. A strong framework is more than just a training guide; it’s a critical tool that ensures every learning initiative supports the organization’s broader mission.
Here are some key components to consider when building a solid foundation:
- L&D Philosophy: Define how the company’s values will drive every single L&D action. When learning is rooted in a clear “why,” it creates consistency and a strong sense of purpose for everyone involved.
- L&D Methodology: Adopt a model based on Adult Learning theories that strongly aligns with the company’s values. Ideally, the learning will be practical and experiential, complemented by collaborative and formal learning. Adapt different learning styles to cover the learning needs of all employees.
- L&D Cycle: Use a systematic approach—such as a model like ADDIE—to ensure quality and continuous improvement. This allows for refining every program based on feedback and results. In addition, clarify how you will measure the success of any learning action, from evaluating performance and knowledge questionnaires to the impact on retention and client satisfaction.
A good framework is a living document, designed to be updated and improved over time. It provides a solid foundation that helps strategically plan every new learning program, so you never have to start from scratch.
Does your team have a similar framework? What other elements have you found essential to include?
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