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Session Focus: Helping Tomas @ IQVIA Co-create an Organizational Learning and Talent Needs Assessment

Opportunity: IQVIA wants to tap the ELE network to benchmark organizational assessments. One of <a href="https://www.learningexecutive.com/influencer/tomas-ramirez/">@Tomas Ramirez’s</a> first deliverables at IQVIA will be to conduct an organizational assessment for Talent and Learning needs within the business unit he supports.

Tomas plans to interview high-level and mid-level leaders, conduct surveys with the rest of the organization, and then take a deeper dive by sponsoring some focus group discussions.
<ul>
 	<li><a href="https://www.learningexecutive.com/moments/unified-analysis-measurement-strategy/">Unified Analysis &amp; Measurement Strategy | Reverse Kirkpatrick Model + Needs Assessment</a></li>
 	<li><a href="https://www.learningexecutive.com/moments/purpose-of-looking-at-discovery-phase/">Purpose of Looking at KPIs during the Discovery Phase</a></li>
</ul>
<img class="lazyautosizes lazyloaded aligncenter wp-image-37461 size-large" src="https://wp.ele.llc/wp-content/uploads/2022/04/DiscoveryPhase_Analysis-Measurement-1024x576.jpg" alt="DiscoveryPhase_Analysis-Measurement" width="1024" height="576" data-src="https://www.learningexecutive.com/wp-content/uploads/2022/04/DiscoveryPhase_Analysis-Measurement-1024x576.jpg" data-srcset="https://www.learningexecutive.com/wp-content/uploads/2022/04/DiscoveryPhase_Analysis-Measurement-1024x576.jpg 1024w, https://www.learningexecutive.com/wp-content/uploads/2022/04/DiscoveryPhase_Analysis-Measurement-300x169.jpg 300w, https://www.learningexecutive.com/wp-content/uploads/2022/04/DiscoveryPhase_Analysis-Measurement-768x432.jpg 768w, https://www.learningexecutive.com/wp-content/uploads/2022/04/DiscoveryPhase_Analysis-Measurement-1536x864.jpg 1536w, https://www.learningexecutive.com/wp-content/uploads/2022/04/DiscoveryPhase_Analysis-Measurement-250x141.jpg 250w, https://www.learningexecutive.com/wp-content/uploads/2022/04/DiscoveryPhase_Analysis-Measurement.jpg 1920w" data-sizes="auto" />

&nbsp;

In 2018 Discover shared a portfolio framework for managing training and development.
<ul>
 	<li><a href="https://www.learningexecutive.com/insights/your-learning-needs-a-comprehensive-strategy/">Your Learning Needs a Comprehensive Strategy</a> (04-OCT-2018)</li>
</ul>
As learning professionals, we are frequently tasked to build learning solutions to solve business problems. Quite often, these needs appear to be a worthwhile investment. But without the backdrop of strategy, we miss a critical piece of the decision-making framework – the relative value of specific learning needs a decision.
&nbsp;

Framework for prioritizing and integrating learning

To better understand their investments in training and development, four years ago Discover shared how they developed a portfolio framework for managing training and development. Since then, the Learning Strategy team at Discover has worked to articulate a strategy for these portfolios in order to prioritize better learning initiatives that drive optimal business outcomes.

<img class="lazyautosizes lazyloaded aligncenter wp-image-37323 size-full" src="https://wp.ele.llc/wp-content/uploads/2022/11/Discover-Framework-for-prioritizing-and-integrating-learning-OCT-2018.png" alt="Discover Framework for prioritizing and integrating learning" width="883" height="641" data-src="https://www.learningexecutive.com/wp-content/uploads/2022/11/Discover-Framework-for-prioritizing-and-integrating-learning-OCT-2018.png" data-srcset="https://www.learningexecutive.com/wp-content/uploads/2022/11/Discover-Framework-for-prioritizing-and-integrating-learning-OCT-2018.png 883w, https://www.learningexecutive.com/wp-content/uploads/2022/11/Discover-Framework-for-prioritizing-and-integrating-learning-OCT-2018-300x218.png 300w, https://www.learningexecutive.com/wp-content/uploads/2022/11/Discover-Framework-for-prioritizing-and-integrating-learning-OCT-2018-768x558.png 768w, https://www.learningexecutive.com/wp-content/uploads/2022/11/Discover-Framework-for-prioritizing-and-integrating-learning-OCT-2018-194x141.png 194w" data-sizes="auto" />

This session focused on helping Tomas at IQVIA develop a comprehensive needs assessment. The speakers, Sean and Tomas, shared valuable insights on conducting strategic needs analyses at both the enterprise and business unit levels.

Here are three key takeaways from the presentation:

1. Alignment of learning strategy to business outcomes is critical for success and funding.

2. A mix of data gathering approaches (interviews, surveys etc.) provides a comprehensive view of needs.

3. Gaining support and mindshare from frontline managers is as important as leadership endorsement.

As Sean emphasized during the presentation: "We were able to go across the organization and we were able to see the different of opinion even within organizations depending on the level that once sat in the organization." Getting perspective from different levels, not just leadership, gives a more accurate picture of true organizational needs.

The speakers walked through detailed frameworks and templates for facilitating needs assessment discussions, including a "reverse Kirkpatrick model" starting with level 4 business metrics then defining required learning. Additional topics covered included change management, leveraging existing learning resources, and budget considerations.

This session provided a showcase that how collaboration can occur across organizations to lift the capabilities of the learning community. It will be interesting to hear how others approach co-creating organizational learning strategies aligned to business priorities. Please share your experiences and insights!

Co-creating Organizational Learning and Talent Needs Assessments

learning strategy

Strategy

tomas.ramirez

joanne.prochnow

ann.klitzke

azizeh.constantinescu

edward.desrosiers

talent development

talent management

learning &amp; development

sean.stowers

strategic alignment

benchmarking

sara.larson

bill.ryan

framework

integrated talent development

lisa.erlich

Session Focus: Helping Tomas @ IQVIA Co-create an Organizational Learning and Talent Needs Assessment

Opportunity: IQVIA wants to tap the ELE network to benchmark organizational assessments. One of <a href="https://www.learningexecutive.com/influencer/tomas-ramirez/">@Tomas Ramirez's</a> first deliverables at IQVIA will be to conduct an organizational assessment for Talent and Learning needs within the business unit he supports.

Tomas plans to interview high-level and mid-level leaders, conduct surveys with the rest of the organization, and then dive deeper by sponsoring some focus group discussions.
<ul>
 	<li><a href="https://www.learningexecutive.com/moments/unified-analysis-measurement-strategy/">Unified Analysis &amp; Measurement Strategy | Reverse Kirkpatrick Model + Needs Assessment</a></li>
 	<li><a href="https://www.learningexecutive.com/moments/purpose-of-looking-at-discovery-phase/">Purpose of Looking at KPIs during the Discovery Phase</a></li>
</ul>
<img class="aligncenter size-large wp-image-37461" src="https://www.learningexecutive.com/wp-content/uploads/2022/04/DiscoveryPhase_Analysis-Measurement-1024x576.jpg" alt="DiscoveryPhase_Analysis-Measurement" width="1024" height="576" />

&nbsp;

In 2018 Discover shared a portfolio framework for managing training and development. 
<ul>
 	<li><a href="https://www.learningexecutive.com/insights/your-learning-needs-a-comprehensive-strategy/">Your Learning Needs a Comprehensive Strategy</a> (04-OCT-2018)</li>
</ul>
As learning professionals, we are frequently tasked to build learning solutions to solve business problems. Quite often, these needs appear to be a worthwhile investment. But without the backdrop of strategy, we miss a critical piece of the decision-making framework – the relative value of specific learning needs a decision.
&nbsp;

Framework for prioritizing and integrating learning

To better understand their investments in training and development, four years ago Discover shared how they developed a portfolio framework for managing training and development. Since then, the Learning Strategy team at Discover has worked to articulate a strategy for these portfolios in order to prioritize better learning initiatives that drive optimal business outcomes.

<img class="aligncenter size-full wp-image-37323" src="https://www.learningexecutive.com/wp-content/uploads/2022/11/Discover-Framework-for-prioritizing-and-integrating-learning-OCT-2018.png" alt="Discover Framework for prioritizing and integrating learning" width="883" height="641" />

During this roundtable discussion, let's continue the conversation with one or more of the following:
<ul>
 	<li>Develop a framework for organizing training and development programs</li>
 	<li>Learn what a comprehensive strategy entails</li>
 	<li>Discuss a methodology for articulating a learning strategy</li>
 	<li>Discuss strategies for creating KPIs to ensure alignment with business outcomes</li>
 	<li>Highlight key examples of learning strategies for various learning portfolios</li>
 	<li>Build a roadmap for executing on learning strategy</li>
</ul>
&nbsp;

Road map for success

You need a road map to enable strategy before you can really make headway, but repositioning your talent development function to deliver on strategy will reap huge rewards in terms of having an impact.

&nbsp;

ELE produces this Learning Circle: Retooling Talent Development for the New Normal.

ELE's <a title="ELE's Idea Exchange" href="https://www.learningexecutive.com/idea-exchange/">Idea Exchange</a>: Collaborate online with your peers.

&nbsp;

single-event

Your Teams

Learning Circles

Complimentary

online event

complimentary event

ariel.mcgrew

talent assessment

Zurich North America

What is design thinking? In a nutshell, it is the belief that by starting with a goal, understanding the customer’s empathetic drivers, and conducting rapid prototyping, problems can be solved and solutions enabled that deliver more value and are sustainable. Individuals and organizations that utilize design thinking put their energy into learning about the future, the customer, and test and learn. Many companies have transformed delivering impactful learning programs and journeys utilizing a design-thinking framework.

✅ The disruptions and signals that drive the need for design thinking;

✅ A business-oriented perspective on design thinking work and the value derived;

✅ Planning for the commitment and change leadership necessary to succeed with design thinking over the long term.
<h6 class="font-weight-bold mb-0">What we will explore together:</h6>
After the presentation, Melissa Versino will lead a group discussion on:

✅ Has anyone already leveraged design thinking and how did it work?

✅ Where do you see an opportunity to use this approach to design learning solutions or improve processes?

✅ What challenges do you anticipate with getting buy-in on this approach? How can you navigate those?

✅ What value do you see in taking this type of approach?

Design Thinking: Human-Centered Learning Design

design thinking

innovation

learning design

melissa.versino

design learning

insights-chie-2021-virtual

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We ask managers to address complexity every day. But we often fail to provide those managers with frameworks for both understanding that complexity and rendering it harmless. Steve has devoted his research and writing towards this value proposition, particularly for front line managers. His recent book Alignment, Process, Relationship Steve provides a framework for managing complexity facing teams at the front line. Steve will walk us through a few of the underpinnings to this framework and some successful riffs on that framework.
</td>
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Simple Rules: Alignment, Process, Relationships

leadership

Leadership

steve.king

relationship building

leadership development

helping managers

alignment

process management

Measurement Demystified: Creating Your L&amp;D Measurement, Analytics, and Reporting Strategy is a much-needed and welcomed resource that breaks new ground with a framework to simplify the discussion of measurement, analytics, and reporting as it relates to L&amp;D and talent development practitioners. This book helps practitioners select and use the right measures for the right reasons; select, create, and use the right types of reports; and create a comprehensive measurement and reporting strategy.

Recognizing the angst and reluctance people often show in these areas, authors and experts David Vance and Peggy Parskey break down the practices and processes by providing a common language and an easy-to-use structure. They describe five types of reports, four broad reasons to measure, and three categories of measures. Their method works for large and small organizations, even if yours is an L&amp;D staff of one or two. The guidance remains the same: Start small and grow.

Measurement Demystified is a great first book for talent development professionals with no prior knowledge of or experience with measurement and a valuable resource for measurement experts. Those adept at lower levels of training evaluation will grow their knowledge base and capabilities, while measurement experts will discover shortcuts and nuggets of information to enhance their practices. A more comprehensive treatment of these important topics will not be found elsewhere.

Measurement Demystified: Creating Your L&amp;D Measurement, Analytics, &amp; Reporting Strategy

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