Designing an L&D Strategy to power Digital Transformations

Digital transformation redefines how organizations use technology, people, and processes to deliver value, driven by shifts in customer expectations caused by disruptors like Amazon, Uber, and Airbnb.

Align your L&D strategy with digital transformations by delivering agile, rapid training that develops future-ready skills while balancing business as usual delivery.

Align learning and development with business goals to drive performance in digital transformations; explore the New START line and its guidelines to execute it effectively.

Define future roles through role analysis and competency mapping to align L&D with digital transformation goals and performance outcomes, establishing a baseline to map future capability requirements via agile framework.

Learn role analysis and competency mapping for future organization rules, prioritize customer delivery rules, and assemble transformation leaders and subject matter experts with a facilitator approach for iterative refinement.

Explore the role analysis procedure in an l&d strategy for digital transformations. Identify roles, classify as new or existing, define key performance outcomes, and plan competency mapping with consensus.

Map competencies for roles by identifying knowledge, skills, and contextual knowledge across performance outcomes in an agile, techno-functional framework for digital transformations.

Put your knowledge into action with an agile version of role analysis and competency mapping, using downloaded job aids and choosing application scenario, and seek opportunities via HR or volunteering.

Define future roles and capabilities through role analysis and competency mapping, then decide which talent to build or hire; share the framework with HR to guide learning.

Define a learning and development strategy to build future capabilities for digital transformation and apply a proven framework to balance speed and effectiveness with current learning technology.

Leverage the 70-20-10 model to design a learning and development (l&d) strategy that emphasizes 70% experiential on the job, 20% social, and 10% formal learning for agile, continuous digital transformation.

Break down 70-20-10 to map experiential, social, and formal learning to competency categories: knowledge, contextual knowledge, and skill. Identify support strategies for each mode and put 70-20-10 framework into action.

Explore how to power digital transformations with a prescriptive 70-20-10 L&D strategy, leveraging performance support tools, a learning experience platform, and immersive experiential labs.

Apply a blended 70 2010 learning and development strategy using provided job aid and template to map competencies, define implementation, and secure post course support and approval for learning tech.

Discover another critical success factor in digital transformations and how L&D can solve it, as you preview the next video.

Embed coaching as a core leadership competency to drive cultural and behavioral shifts in digital transformations. Integrate coaching across planning, executing, and sustaining stages to boost readiness, resilience, and results.