Building a successful learning culture isn't just about deploying an e-learning course to your employees and hoping for the best. It's about aligning the learning objectives with business goals and clearly communicating the learning strategy to your learners.
Without context or an understanding of how the course relates to the wider aims of the business, it's unlikely that an employee will retain the information they are presented with. It will simply go down as another e-learning course with no measureable ROI.
Behavioural change takes time, but perhaps more importantly, it takes effort and commitment from the top to properly see through the entire learning journey.
Communicating the learning strategy has always been a constant challenge faced by leaders when juggling between their operational and development priorities. There is no shortcut in communicating deliberately during any change. Leaders need to project the right bandwidth to communicate effectively. Two tips for leaders to provide clear intentions when communicating are: Tip #1 - Let them know what exactly you want When setting a development goal, expressed in terms of outcomes NOT tasks. In other words, not just simply brief the list of activities needed, rather focus on outcomes.