Introducing the new L&D strategy

For the past few months, I have been working on a learning and development strategy for Thrive Tribe, and I am excited to tell you we are ready to start rolling it out. As with any strategy this will be a marathon not a sprint, and it is a journey that I am keen to involve you in. At the heart of this strategy is collaboration and I invite you all to participate in shaping what your learning and development looks like at Thrive Tribe.

Why are we doing this?

Learning and development is changing and as an organisation we recognise the benefits new ways of accessing and delivering training can have on both you as an individual and the organisation. When we look at the data, as to when staff are engaging with role essential training, we can see that many services are struggling to find time / capacity to access training in its current format.

What are we going to do about it?

Our current training format focuses heavily on formal training such as courses and webinars that require a significant amount of time away from your day-to-day responsibilities. We will be moving over to a 70:20:10 approach, where most of the training (the 70%) will be learning on the job and micro-learning such as short videos, infographics, recordings and guides. This type of learning can be accessed in the flow of work, so rather than taking hours away from your responsibilities, it will be a few minutes. The 20% reflects social learning, which we are already doing well on, as this incorporates peer reflection, team chats, team meetings etc. The final 10% is formal learning. We will still be including formal learning, but there will be less emphasis on this and it will no longer be our core learning pathway.

You say it will be a collaboration, what can we do?

I would like to change the way we approach learning, and instead of telling you what we think would benefit you in your role, I would like to ask you what you need. Over the coming weeks, I will be reaching out to you to get your thoughts on the key skills and knowledge you feel are essential to your role. What did you need when you first started, what do you need as you become more experienced? As we develop a picture of each role across TT, I would like to work with you in creating and curating learning pathways that encompass a range of learning formats.

How will I know what is happening and when this will be launched?

Keeping everyone in the loop with what is happening, how you can get involved, and how we are implementing your feedback is vital to this strategy. I will be providing monthly updates via Totem as well as providing information via email and webinar (depending on the content). TT staff are at the heart of this strategy, so keeping you informed, listening to and implementing feedback is essential to shaping a learning and development programme that you can all be proud of.