Learning & development
with Dana Fagley
START
Why Me?
Mission Statement
agenda for today
four pillars
let's get specific
l&D Programs
MEasuring Success
that's a wrap!
But why ME??
My 20-year career includes:
- Teaching
- Coaching
- Training
- Leadership
- Building programs
- Curriculum design
- Project management
- Creating strategy
- Constant learning
- A lot of coffee
Learning & Development Mission Statement: Our job is to provide every employee with the resources and opportunities to grow and develop, both personally and professionally.
- Me
- Identify gaps by asking a lot of questions (needs assessments)
- Focus on skills
- Align to OKRs/biz goals
- Measuring progress & impact
Grow & Develop
- Build relationships with leaders and key stakeholders (SMEs, Enablement, EBPs)
- Get to know the learners at Zone & Co - languge, tenure, culture, jobs
- What's In It For Them?
Every Employee
Learning & development
Personally & Professionally
- Consider needs of employee vs person
- Foster culture of learning, healthy work environment
- Identify current tools + resources
- Propose new tools, if necessary/possible
- Inventory what exists, find resources
- Consider scalability, accessibility
Resources & Opps
Lean into the L&D mission statement to prioritize the work and support culture!
Our job is to provide every employee with the resources and opportunities to grow and develop, both personally and professionally.
Let's get specific...
All of that sounds quite lovely, but what does this practically look like? Where do we even begin??
Step 2: Identify the problems L&D can solve, propose solutions, pinpoint measurements
Step 5: Launch quick wins to build trust, brand, and momentum
Step 1: Build relationships with champions
Step 3: Take inventory - decide whether to keep, revamp, or toss based on if it solves the identified problems
Step 4: Create roadmap of programs to create a cohesive vision and prioritize objectives
Don't forget about having fun, storytelling, and empowering learners!
Programs
Manager Training - Mentoring Program - Learning Library - Skill-based trainings - Peer to Peer Workshops - Onboarding Guides - Team Training A learning culture is built through relationships, impactful programs, and memorable learning experiences!
But really, it depends on the people, the business, and their needs!
Things I'm thinking about...
Measure impact by how we're solving the identified problems! Use data like:
- Engagement Survey scores
- Thoughtful program surveys
- Performance Review data
- People data (promo rates, internal mobility, attrition rates)
- Skill assessments
- OKRs / Business Objective completion
- % of employees receiving regular feedback
- eNPS Score
L&D Roadmap
Identify gaps & problems, align solutions to biz objectives, create a roadmap, deliver & maintain
it all starts and ends with the mission:
Our job is to provide every employee with the resources and opportunities to grow and develop, both personally and professionally.
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Transcript
Learning & development
with Dana Fagley
START
Why Me?
Mission Statement
agenda for today
four pillars
let's get specific
l&D Programs
MEasuring Success
that's a wrap!
But why ME??
My 20-year career includes:
Learning & Development Mission Statement: Our job is to provide every employee with the resources and opportunities to grow and develop, both personally and professionally.
- Me
Grow & Develop
Every Employee
Learning & development
Personally & Professionally
Resources & Opps
Lean into the L&D mission statement to prioritize the work and support culture!
Our job is to provide every employee with the resources and opportunities to grow and develop, both personally and professionally.
Let's get specific...
All of that sounds quite lovely, but what does this practically look like? Where do we even begin??
Step 2: Identify the problems L&D can solve, propose solutions, pinpoint measurements
Step 5: Launch quick wins to build trust, brand, and momentum
Step 1: Build relationships with champions
Step 3: Take inventory - decide whether to keep, revamp, or toss based on if it solves the identified problems
Step 4: Create roadmap of programs to create a cohesive vision and prioritize objectives
Don't forget about having fun, storytelling, and empowering learners!
Programs
Manager Training - Mentoring Program - Learning Library - Skill-based trainings - Peer to Peer Workshops - Onboarding Guides - Team Training A learning culture is built through relationships, impactful programs, and memorable learning experiences!
But really, it depends on the people, the business, and their needs!
Things I'm thinking about...
Measure impact by how we're solving the identified problems! Use data like:
L&D Roadmap
Identify gaps & problems, align solutions to biz objectives, create a roadmap, deliver & maintain
it all starts and ends with the mission:
Our job is to provide every employee with the resources and opportunities to grow and develop, both personally and professionally.