To develop an Agile Learning organization a learning strategy needs to be in place. This presentation shows how to develop a strategy and a roadmap on 3 workshops.

1. Learning Strategy
Workshop Example

2. Future Learning Organisation
Johan Skoglöf
I help leading companies become
Agile Learning Organization

3. Future Learning Organisation
Purpose and
Deliverables
Purpose
Develop a learning strategy that
enables the organization overall
success and plan implementation
based on current and wanted position.
Deliverables
• Learning vision and goals
• Roadmap for implementation
• Business case
• Project directives

4. Future Learning Organisation
Why a strategy for
learning?
Formal learning
Employee centric learning
Contnuous learning
Learning in the flow of work
Based on the Bersin Deloitte Learning
Maturity Model more mature
organizations have 3 times higher
profitability growth.
Changing and developing the Learning
Organization however requires
mandate, resources and a strategy.

5. Future Learning Organisation
A Strategy and a
Roadmap will focus
implementation efforts
Developing a strategy and a roadmap
will help focusing implementation on
activities adding most value given
current state, obstacles and enablers.
It will guide implementation on what
initiatives to start with and what can
be done later.
Example of ”High Value” capabilities in each level in Bersin Maturity Model

6. Future Learning Organisation
Scope of work
Vision & Future
State
Current State
Strategy
Trends
Best-Practice
Gap-analys Roadmap learning
Workshop 1
Workshop 2
Workshop 3
The scope of work usually differ from a
one day workshop to several month
engaging large parts of the
organization.
The normal set-up is 3 workshops with
some pre-work involving a selection of
key stakeholders.

7. Future Learning Organisation
Workshop 1 – Vision &
future state
Vision & Future
State
Current State
Strategy
Trends
Best-Practice
Gap-analys Roadmap learning
Manufacturing 4.0
Digital transformation
Future work
Learning Trends
People Trends
At the first workshop we discuss how
the organization strategy, trends and
best-practice impacts learning.
Based on this a vision and goals for
future capabilities within learning are
developed.

8. Future Learning Organisation
Example trends in work
and learning

9. Future Learning Organisation
Future state –
examples, vision

10. Future Learning Organisation
Example “future state
stories”

11. Future Learning Organisation
Future state – example
capabilities
Focus areas Description Goal Essence to include in vision
Learning/service culture Having the organizational values, processes,
and practices that encourage individuals—and
the organization as a whole—to continuosly
learn, collaborate and develop with customer
in focus.
Establish a learning culture where
employees are self-direct, learn and
collaborate continously…
…culture of self-directed learning,
innovation and try & test mindset…
...promotes continoues/everyday
sharing and learning...
Social learning & collaboration The capability to enable employees to learn
by interacting, sharing and collaborating with
others.
Enabling social learning and
collaboration… Estalbish the habits
of…
…culture of sharing and collaborating,
Sharing to develop new capabilities
and win business. Employee as both
learner and teacher.
Digital Learning Architechture The key learning solutions, programs and
activities offered by L&D and the learning
approaches, processes, technology, disciplines
and content sourcing strategy used to deliver.
Establish a digital first Learning
Architecture…
… enable flexible digital learning
anywhere & anyhow…
Business competence responsibility The distribution of responsibilities for learning
& development between L&D and different
business stakeholders. The capability for
business to execute a competence
responsibility.
Establish a clear business
responsibility for learning increasing
speed and business alignment
…aligned with business needs..
… with short time from need to
capability…

12. Future Learning Organisation
Workshop 2 – Current
state
Vision & Future
State
Current State
Strategy
Trends
Best-Practice
Gap-analys Roadmap learning
• Current state capabilities
• Benchmark industry standards
• Roadblocks for change
The purpose of the second workshop
is to understand the currents state in
the light of the Learning Vision and the
wanted capabilities.
We also want to benchmark the
organization to industry standards and
to understand roadblocks and enablers
for change.

13. Future Learning Organisation
Example of Industry
Standards
Learning days per Commonality level Delivery model distribution
126,479
309,145
48,138
29,695
19,888
- 50,000 100,000150,000200,000250,000300,000350,000
Region/Factory/Department specific
(aggregated)
Division/Business Area/Function specific
Volvo Group Common - country
Volvo Group Common - region
Volvo Group Common - global
Number of learning days
82%
11%
3%
3%
0.3%
Classroom training
E-learning
Development program with blended models
Certification programs
Coaching sessions

14. Future Learning Organisation
Benchmarkning
capabilities

15. Future Learning Organisation
Example employee
survey

16. Future Learning Organisation
Workshop 3 – Gap
analysis and roadmap
Vision & Future
State
Current State
Strategy 2025
Trends
Best-Practice
Gap-analys Roadmap learning
• Gaps between current and future state
• Define projects and activities
• Business Case
• Describe and prioritize projects and activities
In the 3rd workshop gaps are analyzed
to prioritize initiatives and define a
roadmap.
The roadmap outlines initiatives with
priorities in a time line.
For short term initiatives project
directives are developed together with
a business case.

17. Future Learning Organisation
Example gap-analysis
Learning experiences
& learning culture
Processes
& methods
Systems
& tools
Roles
& disciplines
Organisation
& governance
Current
state
Desired
state97% classroom
Employees ”go to”
Academy
Right mix (video, E-learning, OJT
virtual & physical classroom, etc)
Learning ”goes to”
employees
Culture of yearly PD talks Culture of every-day learning
Unclear division of
responsibilities Academy vs business
Defined division of
responsibilities Academy vs business
Academy administrates,
produces and delivers courses
Academy provides learning expertise
and support
Learning course content
is the aim
Business relevant
performance is the aim
Most courses:
1 hr to many days
Most courses:
minutes to 1 hr
Strategic learning plans
in BU’s and business functions
No process for strategic
learning planning
Prescribed training Self-directed learning
Learning portals owned
by the business
LMS is the only tool for
accessing training
Trainers, developers
and administrators
Learning advisors, content curators,
change management & performance specialists…
Global competence owners
in all business functions
No competence
ownerships
Training when
available
On-demand learning
”at your fingertips”
Sharing & collaboration
with closest colleagues
Sharing & collaboration
on social platform
Competence & learning planning
integrated in business process
Learning is a
”separate” process
Long lead-time for
course development
Agile process for
learning solution development
Division of
responsibilities

18. Future Learning Organisation
Example gap-analysis

19. Future Learning Organisation
Example roadmap
2015 2016 2017 2020
• Development process
• eLearning capability
• Virtual classroom capability
• Vendor management
• Basic planning, measurement & evaluation capability
Learning infrastructure
• Fully implemented global content management
• Targeted learning portal
• Fully implemented learning organization
(regions/countries)
• Learning roles & responsibilities
• Governance, coordination & local delivery capacity
• Clear content ownership
• Global LMS
• Administration services
• Global learning portal
• External access
• Learning IT infrastructure
Learning organization
Content development and management
• Blended & targeted learning
• Social learning & collaboration capability
• Performance support & Just-in-time capability
• External content integration
Social & Just-in-time learning
Business alignment
• Measurement capability (application/ROI)in
place
• Business driven learning planning in place
• Funding & budgeting model in place
Global learning management
Learning Culture
• Performance & Learning integration
• Self empowering learning culture
• Culture for sharing & collaboration

20. Future Learning Organisation
Example roadmap –
Learning Technology