Maximizing Your Learning and Development Outcomes

Course details

How effective is your learning and development (L&D) program? Whether it's efficiency, effectiveness, happiness, or workplace safety, the desired outcome of L&D is long-term behavioral change, not the undertaking of the training itself. Are your employees getting what they need beyond the resource you offer? Your organization needs to consider these enhancements in training and learning outcomes if it wants to optimize company performance.

In this course, Andy Edwards, an accredited behavioral psychologist and author, outlines the eight most important activities that, when done properly, can augment your organization's investment in L&D opportunities.

Get tips to ensure that L&D activities aren't simply forgotten soon after a training has taken place. Discover strategies to implement more learning opportunities, make resources more readily available, inspire behavioral changes, and cascade learning. By the end of this course, you’ll be prepared to maximize your organization’s L&D outcomes.

Concepts

0. Introduction

01 - Maximizing your organization's L&D outcomes

1. Setting the Scene

02 - The hidden value in your existing L&D plan
03 - Your role in a L&D plan
04 - Competent confident and committed team members
05 - Making a plan to learn

2. The Eight Steps to Maximizing L&D Outcomes

06 - Understanding the eight steps for L&D outcomes
07 - Identifying relevant learning opportunities
08 - Sourcing and signposting learning materials and resources
09 - Prioritizing time for learning activities
10 - Providing a learning debrief for your team
11 - Agreeing and encouraging L&D behavior change
12 - Providing opportunities for working at higher levels
13 - Cascading relevant learning to your team
14 - Reviewing the impact of learning

Conclusion

15 - Bringing your L&D plan together
16 - Ensuring L&D plan effectiveness continues

Maximizing Your Learning and Development Outcomes

Authors

CRFT Productions

Andy Edwards