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5 Steps of Effectively Creating a Learning Organization

Published on: 3/26/2022

Organizations are bursting with raw talent. The challenge is to channel the potential into real measurable performance; materialize the abstract into something credible, dependable, and scalable. Entrepreneurs and leaders face this hurdle during their scalability process. With each new set of recruits, it becomes a task to create sustainable and effective solutions for the training and development of employees and converting them into high-performing leaders.

FLOAT® – an acronym standing for

  1. Finalize Learning Objectives
  2. Learning Solution Design and Creation
  3. Organize Content
  4. Administer Learning, and
  5. Test Effectiveness

helps to a. Create an organization with a great learning culture that consistently keeps moving forward in the new VUCA world, and b. Measure the impact of learning initiatives

Let’s understand the 5 steps of Creating a Learning Organization.

1.Finalize Learning Objectives: Identifying the core conflict is the starting point. The process begins with Wh-type of questions - Who is the audience? What is the change that needs to be affected? Where is the organization falling short? Why are trainees finding the learning process difficult? Without answering these critical questions, it is difficult to arrive at a scalable and effective solution.

2.Learning Solution Design and Creation: Based on the scope and limitations defined during the first step, an organization can start to create a solution design. The process should be systematic, logical, and planned. Necessary outcomes and strategies for achieving the outcomes need to be laid out in detail. It involves documentation of instructional and visual design, applying them based on the desired behavioral outcomes and designing the experience.

3.Organize Content: The planning stage ends and execution begins here. It involves three stages: drafting, production, and evaluation. The learning process needs to be tested and evaluated before applying it in the field. It may involve creating a vast literature on the subject, graphical and visual repositories and curation of effective tools of engagement. Quality assurance is conducted during this stage.

4.Administer Learning: It is time to begin with the program. The trainees are administered into the program, content is shared with them, and he training begins. Even trainers are introduced to the set procedures and desired outcomes.

5.Test Effectiveness: The last stage of FLOAT® assures the effectiveness of the program. At each level of training, the efficacy of the program is measured by testing the participants and trainees. Evaluating their and the trainers performance allows organizations to strengthen their talent development activities. This type of testing is called Formative Evaluation. Summative Evaluation, which occurs at the end, can help organizations appraise whether the set goals and objectives were achieved or not.

SIL’s FLOAT® model can help create a high-performance and sustainable workforce that meets and exceeds the organizational strategic and operational goals and objectives.

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