The learning management system (LMS) should be a primary support tool for ensuring strategic execution is successful. A business that is focused on strategic execution needs all people to be working on the right tasks at the right time. The whole organisation needs to know the strategic goals and their role in achieving them. A learning management system, with the right features and tools, is ideally suited to align people to strategy and provide learning support.
One of the biggest barriers to successful execution is people not having access to information and learning to support their work. An organisation with high levels of productivity and engagement does not lose focus by people having to search for information and learning on topics they need to complete tasks. The learning management system should be a key software tool to improve productivity and engagement with learning.
If the LMS is not performing these vital functions effectively then it is acting as a roadblock to strategy execution. How does a well implemented learning management system support strategic execution? Below are some of the ones we have identified in our most recent implementation projects.
Configurable, flexible and scalable organisation structure in the LMS that accurately reflects how the business operates and its ongoing reporting needs.
Ability to support large numbers of users and an extended enterprise. The performance of the LMS should not be compromised when there are large user populations accessing it.
User administration of large populations is supported with the user interface, bulk actions and adaptable configurations.
The LMS includes extensive automated actions and workflow configurations to support how the organisation operates. You should not be forced to adapt your workflows to the LMS.
Reporting must be extensive and flexible. The LMS should provide senior leadership historical and predictive indicators to support decision making.
Integration and data sharing is essential to support the organisation’s information architecture. The LMS should not be an ‘island’ of data.
It is critical that the selection process reflects requirements that are both strategic and tactical. The requirements are best collected and assessed drawing on a wide range of stakeholders in the organisation including the ‘C suite’.
There are just some of the areas that we assess when working on a new LMS acquisition plan with a client. This helps us assess the various LMS software options and vendors that are proactively updating their software to meet changes in the workforce and operating environments.
Are there plans for any mergers and acquisitions?
Is the business likely to open up offices in other locations?
Will be business adopt a remote workforce model?
Does the business currently support a channel or may do so in the future?
Will the business undertake a digital transformation project and will the new learning management system remain fit for purpose?
The value driver tree is a tool used to identify the root cause of an issue. In our case it is used to identify causes of business issues. The value driver tree is also known as a fishbone analysis.
The value driver tree is a very useful model to use when engaging in discovery sessions with prospective and current clients. You should be familiar with the model so that you are able to use it in conversations as a way to structure thinking. The best use case is creating a value driver tree on a whiteboard, computer or paper flip-chart as part of the meeting with clients, prospects and internal stakeholders.
An example of a simple value driver tree is shown above. In this case the issue facing the business is declining profitability.
The next level to the right of the business issue breaks the issue of declining profitability down to three possible solutions. The third level are the actions needed to execute the solutions. A key concept when creating value driver trees is MECE.
The MECE model is used to separate items into subsets that are ‘mutually exclusive’ and ‘collectively exhaustive.’ The MECE model as developed by Barbara Minto at McKinsey and Company in the late 1960s. You can learn more here.
In some cases these actions may directly address the issue or be actions such as research and analysis. In the latter case, this may then lead to a further value driver tree created to reflect the outcomes of research and analysis.
A value driver tree must focus on one single issue. Therefore there may be a number of value driver trees created in the course of a discovery session. It is common to start the process with a value driver tree to determine which of a range of issue should be prioritised and then break that down to individual issues.
The example above shows a value driver tree that will then be broken down into the issue that is considered the highest priority.
The value driver tree helped my client remain focused and not go off in a number of different directions. In my consulting practice, I only focus on one issue per engagement. I have learned this removes the risks of project creep and uncertainty about closure of an engagement.
Once I have worked with my client to create a value driver tree on the challenge with the highest priority, there are two necessary steps before we commit to working together. The first step is gaining conceptual agreement. The process to this point is very positive for the client. Once the person is fully able to identify a business issue there is a sense of relief even before a solution is executed.
The positive state achieved in the value driver tree process is the precursor to conceptual agreement. The conceptual agreement is both parties agreeing that there is a compelling case for moving forward with an engagement to build and apply a solution to the business issue. The conceptual agreement is gained by asking the client whether they wish to solve this issue using you and/or your firm.
When this question is asked, there may be a few responses. One may be related to cost, another related to time, another related to decision making, etc. There is absolutely no point in developing a proposal with costs, activities and timelines until you have reached conceptual agreement with your client.
This is always very hard for my clients to accept. Most people in business to business professional services are using an outdated paradigm wherein the proposal is a huge document that is used to sell an engagement to a client or prospect. This is all wrong. The proposal I use includes seven sections and the whole document is rarely more than four to seven pages. I will cover more about proposals in another article.
For now let’s assume you gain conceptual agreement with the client or prospect. You are now ready to create your short proposal. What about the value driver tree?
The value driver tree is captured and saved. You photograph the whiteboard, photograph and roll up the flip-chart paper, save the digital file or whatever. The value driver tree is your navigation tool moving forward with the the engagement. The value driver tree will set the scope of the engagement as well as define the parameters of the activities that are going to be included in the engagement. I will cover more about using the value driver tree to develop your engagement plan in another article.
There are some organisation and culture shifts you and your leadership team may want to consider when developing your strategy.
Focus on speed by encouraging decision- making outside safety net you may have in your culture. Do your people make decisions with enough information or are decision stalled by too much research and risk aversion?
Design your strategy and execution plan to accommodate the dynamism that exists in your industry sector(s), competitors and within your organisation. Resist the common temptation to build objectives based on expected outcomes and focus on value creation. Value creation may demand more course correction and fluidity in business processes.
Push decision making to the points in your organisations that are faced with the immediate need to make those decisions. Remove your fear and recruit and develop your people to make decisions rapidly and in response to needs. This is becoming even more critical in the competition for the best customer experience.
Change your training models to focus on individual needs. One size fits all may be ok for compliance training but if you want to attract and retain talent, you must offer tailored development that will benefit your people and your organisation.
As you empower people to make decisions quickly, change your thinking about leadership. Shed the outdated model of leadership bestowed by title and position. Any person can be a leader and you want as many in your organisation as you can recruit and develop.
Using principles to align your people and your organisation is far more effective and adaptable that stacks of policy and procedure manuals. Principles require modelling and incessant communication at all levels of the organisation and particularly by leadership. Principles need to be part of the performance review process.
Some businesses confuse performance management and execution of strategic objectives. It appears that more companies use performance management processes than businesses that have execution processes designed to achieve strategic objectives.
How do performance management and strategic execution differ?
Performance management is typically linked to a role or position. The position will be documented and include a list of competencies that are needed to perform the position. These competencies may be static or changing depending on the position.Changes to competency requirements often occur when new strategic or tactical objectives are launched in the organisation.
A learning management system (LMS) can be used to audit the organisation for gaps in the new competency requirements. Training can be rolled out to address these gaps and enable the organisation to track status and completions. In the LMS, the competencies can be assessed using surveys or assessments by the individual, peers and managers.
The performance management process typically operates on a cycle of goal setting and performance review meetings between managers and their teams. The employee is rated and human resources collects the data. The performance review process is ideally linked to learning and development plans that are then offered via an LMS and tracked accordingly.
Strategic execution is how an organisation translates its strategic objectives to the workforce. The process is designed to ensure that management is able to track and monitor activity and progress to ensure strategic objectives are completed successfully in the timeframe allotted to them; typically a quarter, half year or financial year.
The translation of strategy is often called a ‘cascade’ as it changes form the further it moves away from the board or senior executive level. The strategic objectives are translated to supporting goals, departmental targets, team goals and individual tasks.
In the image below, a client uses Job Titles as opposed to Positions or Roles.This client recently audited their job titles and created new position descriptions aligned with them. It made sense to use job titles as opposed to departments, teams or other organisational structure terminology.
The key ingredient in ensuring that strategic objectives are executed is the use of regular status update meetings involving teams or individuals with their managers. These meetings are focused on the tasks that have been assigned to each individual.
The ‘check in’ meetings are short with a set agenda. The outcome is the manager has an up to date dashboard of project and task status. The employees are able to highlight issues or impediments that may be impacting performance and request assistance from the manager. The combined information captured in these meetings forms one part of the performance data used in performance reviews.
On the strategic level, these meetings enable managers to forecast completion of key objectives as well as flag any possible delays.This process prevents surprises for senior managers who will have less time to take corrective action.
Leaders of organisations around the world understand the strategic need to build capabilities in their organisations to remain competitive. There are many methods used to build capabilities and on-the-job training remains very common. Strategy that is designed without learning is seriously flawed.
Online learning is a key part of any strategy to build capability. In my experience, many organisations start out with a compliance focus for online learning. When moving to include other purposes for online learning, e.g. leadership development, it is critical that a framework is developed to support the learners and measurement of outcomes.
How do you create a learning strategy that will help drive performance and be fully aligned with your strategic objectives?
Build your learning plans based on customer feedback and adapting to changes in expectations that customers have in dealing with your organisation and your competitors.
Assess how much of your learning and development resources are allocated to frontline employees. Performance increases in your frontline employees are often easier to measure and possibly faster to achieve.
When you develop learning plans, align the curricula to strategic objectives. A capability gap analysis is going to provide more accuracy to aligning learning with strategic objectives. I like to see capability gap analyses performed as part of a strategic planning project.
Learning and development needs to be predictive. Your strategy is designed to keep your organisation competitive. I recommend you drill down from macro-environmental changes in your market all the way down to succession and recruitment needs within a time horizon that makes sense for your business.
To support your learning strategy and sustain performance improvements, I suggest the following:
Consider incentivising self-directed learning. There are so many effective ways to do this.
Standardise learning processes as much as you can to assist in measurement. You may choose different target populations for standardisation as opposed to standardising across the organisation.
Some of the most effective capability building strategies include directly linking learning to the performance management process.
I encourage my clients to build learning more deeply into the fabric of a culture by adding learning engagement to the key objectives for managers. I have seen excellent results when managers include learning in their weekly and/or monthly team and individual meetings or catch ups. The benefits achieved include higher levels of learning engagement and a feedback loop on learning experiences and future needs.
Encourage blended approaches to learning by identifying subject matter experts in your organisation. You might consider adding communities of practice or a coaching/mentoring program to leverage knowledge in support of learning activities.
If you would like to discuss these ideas or want to explore implementing a new learning strategy in your organisation, you are welcome to get in touch with me via the contact details on this site.