Triority for the New Chief Learning Officer, the 180 Day Plan-Jeffrey S. Gill, Sasol North America
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Triority for the New Chief Learning Officer The 180 Day Plan The 90 Day Plan
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Transcript of Triority for the New Chief Learning Officer, the 180 Day Plan-Jeffrey S. Gill, Sasol North America
Triority for the New Chief Learning Officer
The 180 Day Plan The 90 Day Plan
The 90 Day
Timeline!
Look at Learning
Technology
Your Infrastructure Determine the appropriate level of
learning technology
Governance
Board
Your Vision Key stakeholders and Executive committee
members.
Needs Analysis
Your Gaps Where are you losing customers, what are the key roles, what are
the skills gaps, what is your competitive advantage?
Segment Employee
Population
Your Target Determine what offerings to
provide each segment.
Budget Strategy
Your Financials Establish a three to five year
budget strategy - to deliver the segmentation plan.
Conduct Needs Analysis
How does your company compete?
What new areas is your company attempting to enter?
Are you growing, shrinking, acquiring
Company Where are you losing customers and why?
Customers What are the key roles (rainmakers)?
What are the critical skill gaps?
Where is employee turnover highest?
Talent
Who are the key stakeholders?
Give them a voice.
Make their participation meaningful – set priorities, budgets, learning objectives
Include external customers?
Turn them into champions – principles such as leaders go first, leaders as teachers
Utilize employee cross sections to select vendors, set learning objectives and recommend curriculums
Create a Governance Board
Select a LMS
Integration with existing human capital software
Role of mobile device learning?
Online vs. Classroom
To what extent does Learning provide the infrastructure and employees provide content?
Determine the Appropriate Learning Technology
Determine logical groupings – HiPos, execs., engineers, supervisors, individual contributors, customers
Create unique learning solutions for each segment
Develop unique marketing campaigns for segments
Decide the appropriate blend of technical, functional, desk top and interpersonal skill development required
Set up emotional contract with segments so they know what they can count on
Create the leadership competency model
Segment Your Employee Population
Determine what curriculums are global and what are regional
Partner with vendors to lower the cost of design and delivery
Customize
Convince the Board to fund the long term learning strategy to support each segment
Establish a 3 to 5 year Budget Strategy
Timeline Cont..
Millennials
Your Future Embrace the notion of "self-
directed” informal learning at the moment of need.
Partner with
HR BPs
Your Brokers They will broker your products and
services.
Learning Team
Your Brain Trust Who stays on the bus?
Brand
Your Value Create some buzz for learning!
Create a buzz among your segments
Build competition to name it
Utilize Marketing and Communications
Differentiate your company from the competition
“We are Farmers, da da…”
Use it to attract and retain talent
Brand Your Learning Organization
Know that different generations tend to learn in different ways
Understand your segments by their age breakdown and technology adoption
Update the instruction and delivery models
Drop the “5 day SME data dump of everything I know” for “self-directed learning at the point of need”
Turn Gen Y into active learners
Embrace the emerging adult learning principles
What to do about Millennials?
Assess Your Learning Team Review their capabilities and long term fit
Identify the learning HiPos and prepare them for their next role
Invite HiPos from the business to cycle through learning (some may stay)
Upgrade talent as necessary
HR community is often the overlooked constituent
Who brokers your products and services?
Partner also with Marketing and Communications/PA
They enhance your brand
They know what is “really going on” inside the organization
Partner with HRBPs
Learning Dept
Structure
Your Foundation
Design around geography, customer, segmentation, learning
services.
The “right” strategy depends upon business strategy, business maturity curve and firm’s appetite for decentralization, consistency, contractors, movement of employees, role of headquarters
Determine own vs. lease training design, development and delivery
The structure should be in synch with the business model (or lead it)
Determine the Appropriate Learning Organization Structure
Your Interviewers Will be Glad They Chose You for their CLO
• You are well underway to
establishing credibility for
Wossamotta U
• Now about the following 3
months…
713.816.3414
