Embed learning and Development

What is Learning and Development?

Learning and development is the ability to understand learning needs, develop learning strategies and approaches, design learning programmes and content and deliver training through various methods to enhance knowledge and skills in alignment with organisation outcomes and personal objectives.

Essential for:

• All types of transformation

Knowledge

• Knowledge of learning theories and models.
• Knowledge of different learning styles and how to meet their needs.
• Knowledge of change management methodologies.
• Understanding of how to build contextual awareness.
• Understanding of change management practice.
• Understanding of project management methodologies and tools

Skills

Able to:

• Assess learning needs: To enable the planning, and development of appropriate learning programmes to support the desired knowledge, skills and behaviours aligned to the outcomes the change is seeking to achieve.
• Identify key stakeholders: Impacted by transformation and have a learning need which needs to be fulfilled to achieve the right outcomes. 
• Develop contextual awareness: To ensure that the learning curriculum, and course content developed aligns with and will be well received within the existing culture and ways of working of the organisation.
• Think strategically: To understand how individual, service, and overall workforce learning needs linked to organisation outcomes, identifying gaps to ensure a learning strategy and programme is created to develop the capabilities the organisation needs to transform.
• Research learning topics: To adequately understand the knowledge the learner needs to develop, enabling more effective planning and development of course content.
• Plan effective training: Based on stakeholder learning needs and appropriate use of most effective learning methods, ensuring stakeholders are involved in the design of the learning content. 
• Creatively develop learning content: Tell a story aligned to the outcomes of the transformation within different learning output formats (videos, presentations, workshops etc) to ensure maximum impact, and adoption of the change. 
• Communicate effectively - Both verbally and in written form.
• Be emotionally intelligent: Recognise, understand, and manage emotional responses effectively in the achievement of transformation outcomes.
• Evaluate training and learning initiatives: To ensure learning outcomes have been achieved, and can be applied within the learners work, making a link back to service and organisation outcomes.

Behaviours

• Collaborative
• Empathetic
• Persuasive
• Adaptable
• Positivity
• Resilience
• Inclusive
• Respectful
• Solution focused
• Continual learning orientation