How To Build a Learning Academy in Nigeria
- 1. How to Build a World-Class Learning Academy Build the most impactful scalable learning method for your organisation
- 2. The only thing worse than training your employees and having them leave is not training them and having them stay. Henry Ford
- 3. The concept of Learning and Development has become increasingly important in organisations today as there’s a need to have a more holistic and strategic learning function for employees. Therefore, it is not surprising that many organisations are beginning to realise the importance of building their learning academy. Click here to read: High PerformanceTeamwork: Key to Business Success
- 4. What is a Learning Academy? A learning academy drives the ‘educational’ goals of organisations that are keen on improving their learning culture. The idea is to align the professional growth of employees with the business needs of the organisation A standard learning academy must be able to strategically integrate the development of individuals as well as teams into the growth of the organisation.
- 5. Benefits of Building a Learning Academy • It creates a culture of continuous learning that meshes with daily workflow • It drives employee development gap and increase the chances of promoting individuals from within the organisation • Employees are motivated to produce high-quality work and efficient results. They also gain increased job satisfaction which boosts employee retention. • It transforms career paths from the traditional upward linear to more diverse opportunity- oriented
- 6. Design Structure and Develop Curriculum Establish Clear Learning Goals and Objectives Build Your Team Set Clear Expectations and Outcomes Measure and Improve How to Build a World-Class Learning Academy Click here to read: 10 Key Leadership Development Tips for Exceptional Leaders
- 7. Design Structure and Develop Curriculum Establish Clear Learning Goals and Objectives Build Your Team Set Clear Expectations and Outcomes Measure and Improve The first step is to ensure you set clear goals and objectives. By doing so, you can determine what success looks like and ensure alignment and support from your leadership team. This also helps key stakeholders understand the relevant roles, responsibilities, and skills you need to focus on, which can help identify the right components for your learning design and curriculum. Click here to read: Cracking the Human Intelligence Code
- 8. Design Structure and Develop Curriculum Establish Clear Learning Goals and Objectives Build Your Team Set Clear Expectations and Outcomes Measure and Improve The next step is to build out your learning structure, which includes the timeline, curriculum, assessments, and feedback opportunities. When considering the delivery method, a blended learning approach that balances learner preferences is usually most successful. Ensure to include as much hands- on learning as possible, as most people learn best by doing. Also, leverage subject matter experts and have a training plan that identifies who will facilitate (internally, externally, or both).
- 9. Design Structure and Develop Curriculum Establish Clear Learning Goals and Objectives Build Your Team Set Clear Expectations and Outcomes Measure and Improve In building your team, you need the following: Subject Matter Expert (SME): The SME understands your target audience and what they'll need from the learning programmes to realise value. Instructional Designer (ID): The ID is someone who has design expertise and training in developing content to achieve specific learning outcomes. Executive Sponsor: An executive sponsor ensures you have a line of sight into the boardroom and maintain alignment. Click here to read: How to Build Diverse Teams Using Assessments & Why It Matters
- 10. Design Structure and Develop Curriculum Establish Clear Learning Goals and Objectives Build Your Team Set Clear Expectations and Outcomes Measure and Improve In building your learning academy, clearly communicate what the programme entails, and what’s expected of your team when they complete the programme. Also, be clear about whether there will be continued on-the-job training and if they are expected to perform the job right away. Outlining a 30-, 60-, and 90-day plan can help ensure managers and teams are aligned around performance expectations.
- 11. Design Structure and Develop Curriculum Establish Clear Learning Goals and Objectives Build Your Team Set Clear Expectations and Outcomes Measure and Improve Develop key performance indicators (KPIs) to measure success and identify areas to excel and improve. This will help to provide insight into participants’ needs and understanding of the programme. Measuring outcomes over a long term will help to determine the success of the academy, including whether the participants go on to advance within the organisation or if they have longer tenure. Click here to read: Cracking the Effective Networking Code
- 12. Ensure proper oversight Align the academy with organisational goals Demonstrate the role of the Academy Create a vision To successfully implement a learning academy, consider the following You must have an idea of what your academy will achieve in the next couple of years. Define the short and long term goals of the academy. The academy should not just be a place of learning within the organisation, but one that supports and contributes to the achievement of the strategic goals of the organisation A senior member of management must be saddled with the responsibility of ensuring that the academy plays its role adequately. This includes the rationale behind it and how it will serve as a knowledge centre for employees and a catalyst for organisational growth.
- 13. At Workforce Group, we help businesses like yours develop learning solutions adapted to today’s changing business needs and deliver sustainable business results. We help organisations design and build learning curriculums that speak to the needs of their employees. Our customised and In-company programmes are highly-personalised solutions, designed for organisations seeking to build unique competencies, skills and behaviour that drive business performance across functions and achieve maximum organisational impact. Reach out to us and let’s help you get started; Send us an email to hello@workforcegroup.com. Scale the advantage…
- 14. READY TO GET STARTED? Visit www.workforcegroup.com or Send an email to - hello@workforcegroup.com
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- 17. Workforce by Numbers 17 Year-old Startup 8 Businesses 120+ Consultants 20 African Countries 8000+ Outsource d Employees 1200- capacity Learning Facility 115+ Computer- based test facility 250+ Clients 10+ Industries Served 36 States in Nigeria