It is the year 2020, you are an executive in your company’s L&D department, and you are told for the first time in a year that you should work from home. That means managing employees remotely. Is everything going to have to be done from the L&D department in the head office? For your own stress level’s sake, we hope the answer is no.
The board of your company tells all employees to work from home for the next 2 weeks. Maybe this is temporary, or for a little while? Fast forward - 3 months later - your company is still growing! This is incredible, considering the world is on hold in a global pandemic. You will now need to combine two things: layered responsibilities driven by head offices and execution on the ground, often digitally.
Managing everything at once can get overwhelming. This is where we come in. We are continuously working on building and giving you the tools to lead from one place. Managing done easy, effective, and simple. Along, with that, we deliver you the capability to implement your learning programs in multiple locations at once. The recipe to this secret sauce is continuously being improved. All in one platform.
In our Learning Experience Platform (LXP), we identified three main personas. The platform admin, the manager and the learner. In the past months, we zoomed in on managers in different client companies and looked at their needs in relation to the other two roles. We discovered that this role is the key to making your mission possible. We noticed that platform admins need to delegate part of their work to a significant number of on-the-ground managers who work on the go, on their phones.
Managers can onboard new employees in their teams with the content centrally provided, and at the same time they can connect a new hire with a buddy on their first day. Managers also have the keys to track their team’s progress, checking in on one learner at a time and reporting back to platform admins.
Skills are a people thing, their definition and completion must happen from both the business and the learner side and work in symbiosis. Necessary skills are identified on a business direction level (at the top) but also on the ground, when things go wrong and when they go well. Managers can adapt their skill tree to the business direction indicated by platform admins, and give feedback on completion and skill relevance based on online and offline progress of their teams.
Companies require L&D departments to operate as hummingbirds, flying cross-departments at incredible speed and feeding relevant training input with a mix of online and offline management. In the past months, we have worked with clients who have proved this method to not only work well, but prove to be a recipe to success and quick controlled growth. The tools to restructure learning depth and flexibility on all levels of your company are at the tip of your wings.
We can create the recipe. Apply for a free demo!
