MASTER CLASS IN LEARNING & DEVELOPMENT LEADERSHIP

TRAINING OVERVIEW

Amid global crises, organizations have swiftly responded to unprecedented challenges, especially within the Learning and Development (L&D) sector. The approach to organizational development and learning has undergone rapid transformation, embracing new technologies to accommodate widespread remote and virtual work. Leaders in the L&D profession find themselves at the forefront of this change, prompting the need for adaptive strategies. DixonTech introduces a specialized training course tailored for L&D, Organizational Development (OD), HR, and Talent Professionals. This program focuses on equipping professionals with the necessary skills and enhanced understanding of leadership in the evolving landscape. Participants engage in interactive sessions covering leadership principles, future learning trends incorporating remote, virtual, and AI technologies, strategic alignment with business objectives, and traditional aspects like Talent Management, Financial Management, ROI, and Succession Planning in the context of virtual systems. This training is imperative for leaders in L&D/OD/HR and Talent Management roles looking to thrive in the new normal and the future.

TRAINING TOPICS

• The changing aspects of Leadership of the L&D Professional in the new virtual learning world
• The impact of, virtual, remote and AI on the future of Organizational Learning
• How the L&D Leadership Professional can add leverage to the organization and business strategy with new technology and development solutions
• The key components to becoming a Learning Organization in the 21^st Century
• Aligning the key principles of Talent, Financial and Succession Management to create integrated rapid systems
• Develop active plans to communicate the vision and strategy to key stakeholders

By the end of this training course, delegates will be able to

• Understand new Leadership factors for the L&D Professional
• Develop and virtual learning and development strategies
• Apply knowledge in the three key areas of Talent, Finance, and Succession to systems
• Plan to future-proof the organizational learning and development function
• Communicate effectively the L&D strategy and vision to key stakeholders

TRAINING IS TAILORED TO

• L&D Professionals
• Organizational Development Managers
• Talent Managers
• HR Managers

TRAINING METHODOLOGY

This DixonTech training course methodology is crafted for dynamic engagement, combining theoretical insights with practical applications. Through interactive sessions, participants delve into leadership principles, emerging technologies, and strategic alignment with business objectives. The curriculum emphasizes hands-on learning, ensuring participants gain practical skills and knowledge applicable to their roles. Engaging case studies and discussions facilitate a comprehensive understanding of the subject. This methodology empowers professionals to navigate the evolving landscape with confidence and proficiency.

DAY 1:

LEADING OF ORGANIZATIONAL LEARNING AND DEVELOPMENT

• Leadership requirements of the new L&D Professional
• Leading change in the new international learning environment
• Defining Organizational Learning for your organization
• How to become a Learning Organization
• Leveraging technology for increased learning and development engagement
• Learning in the present:  remote, virtual and AI systems

DAY 2:

STRATEGIC Organizational DEVELOPMENT PLANNING & VIRTUAL LEARNING

• Strategic HR planning and Organizational Development (OD)
• Defining the Business strategy for future skills and competences
• Learning Management Systems (LMS) and Virtual Learning Environments (VLE)
• Systems and software to enhance development
• Evaluating systems and infrastructure
• Utilizing Blended Learning and initiatives

DAY 3:

TALENT MANAGEMENT AND SYSTEMS

• Defining Talent, High Performance and High Potential
• Talent Management systems, processes and grading
• Conducting an effective Talent Gap Analysis
• Getting the criteria right: ABC model of Potential:
• Creating the Organization Talent and High Potential matrix
• Factoring the development expectations of: Gen Y and Gen Z

DAY 4:

FINANCIAL ACUMEN AND ROI (RETURN ON INVESTMENT)

• Kirkpatrick and Phillips Evaluation Models: levels and inclusion of ROI
• Importance of learning objectives for ROI
• Defining Cost-benefit analysis
• Methods in measuring training and development ROI
• Defining measurement parameters and metrics
• Measuring the intangible impacts of ROI

DAY 5:

LEADING SUCCESSION MANAGEMENT PLANNING

• Defining the Organizational ‘bench strength’
• Succession Planning and the Organizational Capability Review process
• Conducting effective Calibration Meetings
• Developing a Succession plan for Business Strategy
• Communicating the Strategy to the Board and the Company
• Summary Planning