knowledge management
to improve and encourage innovation, your organisation must understand
how to acquire, create, and disseminate knowledge across the entire organisation
aquisition
Your organisation needs to understand how individuals access both implicit and explicit knowledge.
creation
Encourage people to collaborate in building knowledge resources.
communication
Executants should know how to work together to connect and share knowledge productively
organisational intelligence
complexity
You can only succeed by effectively combining expertise, motivation, and cooperation. If any of these are lacking, your team will drown in a sea of complexity.
strategy
Teams exists to fulfil a strategy by accomplishing objectives. Success is measured by accomplishing objectives with the highest quality, in the shortest time, at the lowest marginal cost.
structure
When faced with challenges, your organisational intelligence system allows you to function at a higher operational pace. Act with greater flexibility and opportunistic adaptability.
mapping and modelling
systems
Your information system, primarily, is designed to absorb environmental information and convert it to knowledge. How your information system is structured is completely dependent on your context.
processes
There are always multiple solutions to a given problem. To maintain adaptive capacity, it is important for your team to understand that development is a dynamic process, not a static set of procedures and facts.
contexts
Training should closely match the learner’s context of action because this improves retention. Only retained knowledge is available for use in daily work, this is why retention is the cardinal training metric.
benefits of optimising your learning and development system
attract talent
Increase the attractiveness of your organisation as a great place to work.
strategic unity
How many members of your team understand your organisation’s strategic goals?
higher pace
Provide faster response to changing organisation conditions.
create time
Overcome reluctance by managers to make time for learning.
communication
Put together a communication plan to engage all key stakeholders.
remote ready
Extend learning to other locations and offer remote working.
common goals
reasons leaders choose our system
coordinate
Align learning and development activity with the strategic goals of your organisation.
measure
Work with your management team to agree on metrics or KPIs to measure learning impact.
economise
Reduce the cost to set up, deploy and maintain your learning and development system.
bridge
Overcome your organisation’s lack of analytical skills to use learning data.
create
Develop attractive, high-quality digital content that supports your organisation’s goals.
onboard
Build the habit of discussing learning goals and outcomes with new starters.
on-the-job productivity
Increase your leadership team’s ability to personalise the l&d programme to individual need.
always available
Deliver learning initiatives just in time to meet the needs of your organisation.
improve performance
We use performance data to measure the impact of our learning programmes.
promote teamwork
How aligned is team activity to the strategic goals of your organisation?
ready to dig deeper?
apply for a partnership by clicking the green button
– or learn about the capabilities we can help you with
© copyright 2024 action training partners all rights reserved.