The Number One Tool for Helping You Win Awards
Entering awards can be daunting and time-consuming, on top of everyday work. However, they provide a great opportunity for constructive reflection.
Everyone loves winning awards. To win one, you usually have to enter it though. Entering awards can be a daunting and time-consuming process – an additional task on top of everyday work. However, entering for them is actually a great opportunity for reflection. It provides L&D teams with the perfect chance to step back and think about what has led to current organisational successes, before sharing those stories and successes.
There is nothing more satisfying at work than thinking over your recent activities and realising that there is a lot to be proud of! To then win an award is the icing on the cake. Benchmarking can help you get started on your way to winning and help you clarify what’s been successful – here are 6 perfectly valid reasons to use it.
How benchmarking can help
We are not promising that benchmarking will definitely lead to trophies in the cabinet. However, benchmarking does help increase your chances.
Much like entering an award, going through a benchmarking process presents the opportunity for L&D professionals to reflect, revisit past successes/failures and think about the current picture. Here are six compelling reasons why benchmarking can help turn the possibility of being an award winner into a reality:
1. The Towards Maturity benchmarking process gets organisations, and L&D in particular, thinking on the right track. It clarifies purpose. It clarifies results and it clarifies past, present and future actions. It’s very easy in today’s busy world to not make time for reflection, yet reflection is critical to success. By benchmarking you enable yourself to reflect, take stock and focus on the activities that really make a difference.
2. By reflecting on and analysing organisational performance, activities and practices, L&D can identify organisational strengths and areas of high performance. What is working well? What is driving business success and what L&D initiatives are really yielding results? Just as importantly, benchmarking identifies weaknesses and those areas of low performance. Where are the blockages? What are the barriers to success and what is causing them? Where could performance be improved and how?
3. Pinpointing strengths and weaknesses enables L&D and business leaders to really hone in on performance. This information can be used to build on current successes and address troublespots.
4. Benchmarking does what it says: it provides organisations with a benchmark to measure themselves against others. You can use it to see how you are performing on various aspects of organisational practice compared to others. For example, have you properly embraced mobile learning and are reaping the kinds of benefits that some organisations are enjoying? What are the top performing companies in the Towards Maturity benchmark doing in terms of mobile learning? It can be really useful to know what characteristics top performing companies have in common and what is driving their success.
5. You receive detailed comparisons and personalised feedback. This report gives clear, insightful indicators about your strategy’s current strengths and how that compares to your peers. It also pinpoints those areas that need attention.
6. The process can act as a precursor to awards entries. By reflecting on successes and identifying those areas of best performance, you identify which award categories you are most suitable for and are most likely to win.
Benchmarking with Towards Maturity offers your L&D team and organisation a lot of benefits. To add, it’s a swift and uncomplicated process. The first round of benchmarking takes just one hour and provides valuable results, with subsequent updates only taking 20 minutes.
However, just as award entries need to be taken seriously and done properly, benchmarking also has to be taken seriously and done properly if it is to yield the best results.
Not ready to enter?
Organisations that think they are on the right track towards winning an award, but aren’t there quite yet, needn’t put off benchmarking. It could help you be ready sooner! Don’t wait until next year when you think you will definitely be ready – start now. Just think about how that Personalised Benchmark Report will help you deliver better results.
Unsure if you are ready?
Benchmarking will help you make up your mind if you should enter an award this year or wait until next year when you have had a chance to build further on current successes. Benchmarking is a performance improvement tool. Even the best, highest performing organisations need to keep improving and even they need to keep on benchmarking and reflecting on how they are doing in comparison to others.
Get your L&D strategy fit for business with the Towards Maturity Benchmark – free until 15 July
If you want to futureproof your L&D strategy and equip your team with the essential skills needed to succeed in the future, the Towards Maturity Benchmark is a great place to start. Confidentially review and compare your strategy, for free.*
*Your Personalised Benchmark Report is valued at £300 but free to all Benchmark participants who take part 15 July 2016, thanks to the support of Towards Maturity’s Ambassadors.
Benchmark Your L&D Strategy
At Towards Maturity, we have identified six workstreams that characterise successful, high performing organisations. From these workstreams, we have developed a common framework of effective practice.
Benchmarking against that framework helps L&D pinpoint the strengths and weaknesses of their own organisation, work out what needs to change and map out actions. In short, the Towards Maturity Benchmark is a structured framework that helps learning leaders under pressure identify the actions that will bring tangible results in the workplace. It helps you to work out how to get from A to B!
Measuring the benefits of L&D and comms initiatives remains a challenge. Just one in eight learning and development professionals1 believe their organization measures the return on investment of learning programmes. Success can be measured either through quantitative measurement or qualitative change, but whatever approach is chosen, effective measurement is vital to ensure L&D and comms strategies are delivering on objectives and attract future investment.
Micro-learning delivers learning nuggets in easily digestible, bite-sized chunks. Learners can access micro-learning as they need it, on the job. Industry expert Josh Bersin describes micro-learning as an ‘amazing innovation’, explaining that microlearning platforms now let you manage the proliferation of video, assessment, and other small content objects with tools for curation, tracking, recommendations, and AI-based prescriptive learning”.
A huge congratulation to all the winners and nominees at the 2018 Learning Technologies Awards, held on Wednesday night in London. We were delighted to join in the celebrations on the night and get together with so many members of the learning and development community!
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As learning professionals, we want to design interventions that lead to lasting change. Shifting behaviour involves a process that continues long after the programme finishes. Our research has shown that mature learning organisations are more successful at integrating learning and work, but they don’t abandon formal learning. One of their strategies is to design learning campaigns and programmes that build and encourage new habits.
In the final installment of our ambassador round up series, we speak to Peter Casebow, CEO of Good Practice, about his thoughts on the Transformation Curve.
In order to achieve true and lasting transformation, organisations need to take it one step, one stage at a time, says Piers Lea, chief strategy officer at LEO and Learning Technologies Group plc, and a Towards Maturity ambassador. It’s also what the latest Towards Maturity benchmark report ‘The Transformation Curve’, says when it outlines the four stages of maturity – Optimising Training, Taking Control, Letting Go and Sharing Responsibility.