Page 19 - SightsIn Plus, Nov 20

relationships, explore inter-company, Optimising Learning
inter-sector partnerships, and arrive at
formats to deliver right inputs to the Delivery Opportunities
learners. The resources already invested Basis the business-specific needs derived
upon or content already available can in point 2 above and mapped to delivery
re-deployed and cross-pollinated for through existing or new resources as
higher returns on the L&D spends. The refereed in points 3 & 4 above, the next
external partners and internal L&D step is to map it on a time horizon and
can work collaboratively to support organize for groups or cohorts which can
and complement each other across the leverage the common topics together as
learning value chain – from in-sighting far as knowledge/ concept dissemination
to designing to evaluating stages towards is concerned. The cohort-level
best-in-class ROI on L&D budgets. dissemination can be well – supported
by byte-sized practice elements,
reflection pointers, toolkits which
learners can leverage basis his /her style
at his or her pace for effective transfer
of learning. The relevant collaborative
external forums can be leveraged
effectively with advance planning, group
discounts availed without diluting the
essence of the learning need delivery.

Learner’s Commitment &
Communication
Last but not least, there can be
organisational specific methods to
garner commitment and relevant
consequence management measure,
pool of resources – designers, trainers, in place (gelling well with the larger
functional experts, SMEs, coaches, and organisational culture and context),
certificate holders can be strategically if a learner fails to leverage the paid
and systematically leveraged to blend For New Normal program or certification or the journey
the external trainers and resources. The which he or she was nominated to. The
pool of internal resources can be further advance and relevant communication
invested upon as a clear bucket under Saving in Short-Term Vs and ways and means of soliciting
the L&D budgets. L&D investments 01 Results in Long-Term confirmation from learners is the first
along with adequate and innovative critical step to ensure the learner does
recognition to the internal SMEs for not miss the opportunity extended. In
contributing to the learning agenda 02 Challenging Times select situations, learners can also be
of the organisation is bound to have a Bring in the Best encouraged to share back the learnings
spiraling effect on their commitment and and experience for wider leverage by
motivation levels as well. many more.
03 Partnerships with
Win-Win Collaboration Internal SMEs A continuously learning organisation
helps foster a culture of meritocracy
with the External World and outperformance. Leadership
The current Covid period has shown 04 Win-Win Collaboration commitment is fundamental to L&D
that collaborative possibilities abound with the External World and the need to create a process where
– the proliferation of webinars has business leaders can involve themselves
provided an opportunity to test who is in the progress of top talent in particular.
the best in the business to work with. 05 Optimising Learning This can provide two-way facilitation for
With a higher supply of professionals Delivery Opportunities the continuous improvement of the L&D
willing to contribute digitally the cost process and the ones who partake. The
and possibility to negotiate help foster Learner’s Commitment impact of L&D on TM is another facet
a win-win collaborative model. There 06 that the best in class has successfully
cannot be a better time, to renew & Communication delivered.

19 November 2020 www.sightsinplus.com