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MaturityL&D
Learning maturity refers to the culture surrounding an organisation’s learning and development practices and Itbeliefs.describes a progressive variation in the delivery, resources, objectives and results of employee training within a specific company or team.
What is learning maturity?
Organisations with a mature, optimised or anticipatory learning culture are generally agile market leaders. On the other end of the scale, immature learning cultures are reactive with few long-term benefits. L&D is a true business driver these days, which is why it can be managed as one would a business. A culture of high performance can and should be developed and nurtured.
What is an L&D maturity model?
Why use an L&D maturity model? Using a learning maturity model gives your organisation: • Repeatable actions for company-wide improvement • A basis for industry benchmarking • A tool for comparison between teams internally.
Most learning maturity models sit at 4 or 5 levels. This lifecycle starts at informal and inconsistent practices and peaks at a strategic, company-wide tool that supports the wellbeing of the organisation.
Maturity Levels
Knowing where your learning culture is at is important for effectively utilising resources, talent and skills, now and in the Therefuture.are4 factors you can test current learning maturity on:
Current maturity
Type Training models such as onboarding, compliance, etc.
Objectives of your current methods of training.
Purpose
Investment Not just how you’re spending your budget, but also how you measure the effects of training. Purpose Do you deliver learning through an LMS, a collaborative platform like Microsoft Teams, or day-to-day interactions? Or some combination?
Why optimised learning? Leveraging learning is a crucial part of how organisations align the employee lifecycle with business objectives and strategy. Optimised learning helps: • Attract and hire top talent • Train for a purpose • Outperform competition • Keep pace with technology • Increase revenue gain.
L&DPhasesMaturity
Think about L&D maturity as a continuum of phases. You’ll likely work with every phase at some point, and since every phase is informed by the last, you’re never relegated to one –provided you want to up your game.
How to think about phases
Phase 1: React
At this phase, the goal is to ensure your employees know their stuff to effectively perform their role as it stands. Institutional knowledge is what is being shared, with learning content often unique to the organisation’s processes or services.
Here we move to develop a training function or arm. You start to see design thinking in learning solutions, giving organisations some oversight and control of training expenses. Teams can now start to flesh out their standardised programs.
Phase 2: Standardise
The learning culture here has matured to align L&D with business planning, and we begin to hint at a connection between performance management and business goals. L&D team leaders have oversight of learning strategy.
Phase 3: Impact
Quantifiable objectives are in place for quality control.
Phase 4: Anticipate
The learning process here is refined but iterative, based on technology and multiple streams of data. Stakeholders are engaged, learning is constant and mapping learning content to capabilities is the big game. Weight is given to understanding the daily life of employees.
You can learn more about this topic by checking out the full article: https://acornlms.com/resources/l-and-d-maturity-model
