8. Step #1 – Focus on Headcount and
Revenue
• If you truly want to
operationalize your learning
strategy, you can’t treat
everyone equal.
• Start with the groups that
produce revenue first, segment
by headcount, and prioritize
your efforts by moving down
that list.
• Priority list is enhanced by
leaders that show or decline
support
9. Step #2 – Work the Lifecycle of the Employee Map in Each
Targeted Group to Determine Where Learning Strategy
Can Be Optimized
• Aggregate data on where
performance gains happen
in each job, where
engagement dips and where
retention becomes an issue,
and you've got your
roadmap for optimizing
learning with an eye toward
WFM…
10. Step #3 - Be Intellectually Curious About What it
Takes to Succeed and Prosper in Each Targeted Job
• What does the incumbent need
to know when to be successful
and contribute to the business?
• When is that learning needed?
• How does the group expect to
learn?
• How can I deliver that in the
lowest cost way?
• What are the barriers to
delivering learning to this group?
• How do I develop champions for
learning in the group?
11. Step #4 – Go Develop and Execute Learning Initiatives
To Fill Those Gaps
• Fill the gaps you find.
• Make business leaders sign
off on the plan.
• Make sure your plan can be
accomplished on the fly,
while employees are in the
field – make it light and as
nimble as possible.
• Measure the outcomes.
12. Step #5 – A/B Test if your Organization
Is Large Enough
13. Step #6 – Start to Morph from Learning to
Performance
• If you operationalize your
learning strategy, you’ll be well
positioned to participate in
conversations on who can cut it
and who can’t.
• BECAUSE YOU’LL HAVE DATA...
• Part of becoming a performance
department is making
recommendations on who needs
to be retained, and who should
be removed.
• Not your father’s training
department.
