comprehensive training strategy nset april 11-12, 2015 dr. shubhro sen
TRANSCRIPT
Comprehensive Training Strategy
NSETApril 11-12, 2015Dr. Shubhro Sen
An essential precursor to implementing a Comprehensive Training Strategy
• Creating a Learning Ecosystem and an organizational Culture of Learning is critical to sustained success : the seed must be planted in fertile ground !– Establishing the linkage between learning and Rewards– Recognition, Social prominence are often more effective
over time than monetary rewards alone• Focus on the ‘multiplier’ of learning you can enable
instead of working back from what you can ‘afford’.– What you stimulate/enable can be more important than
what you provide –requires conscious forethought and specific processes.
Approaching “Comprehensiveness” in training design
• It requires a well conceived multi-stage architecture for learning and leadership development as opposed to a set of discrete initiatives.
• By definition, an architecture represents a concatanated set of interventions DESIGNED backwards from Impact sought and outcomes desired.
The Anatomy of “Comprehensiveness”
• Time span of learning interventions as it maps to learner careers [ Hire to Retire ?]
• Specialized Content and Domain Expertise– Subject matter coverage as appropriate –creating pathways to
multiple levels of mastery• Usage and Blending of multiple “technology infused” learning
methods and content types [ Participant Centric Design for Adult learning is key !]
• Extending the intervention design to both the Pre and Post program phase as well as outcome management
• Including all key stakeholders but making the learner ultimately accountable for their own gap analysis and development
The anatomy of “Comprehensiveness”
• A focus on the full potential of the learner including the “Inner Journey”. – Perspectives on self/ behavioural assessments– Coaching and mentoring [ especially for high
potentials] can provide big performance spikes• Blending Multiple delivery channels [ web /
mobile / social]
