When you were taught how to swim did you experience the shock and awe of being forced to enter the water while consumed in fear?  Or were you first coached on the pool deck and acclimated psychologically and physically for the inevitable entry into the unknown environment of a large body of water?

If you have been in the workforce for some years, chances are you have experienced the shock and awe and/or the coaching method of training and development.  If you have been around as long as I have you have probably experienced both to differing degrees.

Training and development is not an optional tactic – it is a critical component to your engagement strategy.  It demands its own structured strategy and measurements to ensure it is delivering results for your organization.  The training and development starts on day one [or before] with an effective on-boarding program and continues thereafter in a roadmap of personal and professional development that enhances a person’s ability to contribute to the organization and grow as a human being.  Lofty?  You bet.

Here are a few prime elements that I have found contribute to a solid and effective training and development tactical component to your engagement strategy.

• There is a linkage between a person’s position or job title to at least one of their learning pathways.  This is often compliance based.
• The learning and development has a mix of modalities and these do not need to be concurrent – they can occur at different times and for different purposes.  For example:
  • Quality online self paced learning programs.
  • Webinars, seminars and discussion groups.
  • Targeted coaching programs with agendas and feedback.
  • Mentoring programs – particularly effective for succession planning.
  • The business owners and/or leaders are engaged and committed to the learning and development activities in the organization.
  • There is alignment between the organisation’s strategy and the learning and development programs down to the individual level.
  • Learning activities of employees are visible to managers.
  • Learning and development is included in the performance management strategy.
  • Learning for personal development and interests is included in the offerings for all employees.  [I cannot count how many clients initiate an LMS implementation with compliance and corporate learning the only pathways].

I realize I could go on and on with this list.  Give me a call or email me and we can share some more ideas.  If you are seeking some ideas or help in developing or implementing an engagement strategy,  I can help you out.