How to help L&D Leaders to Create their Transformation Vision

by | Aug 23, 2018 | Articles, Featured, General, Interviews

There are two things that Ken Govan particularly likes about ‘The Transformation Curve’, the latest Towards Maturity benchmarking report.

Firstly, that it helps L&D and business leaders to create their transformation vision, and secondly, that it helps them to execute that vision by establishing where they are now and what transformative steps they can take to move forward. “It helps give people the vision of the strategy and also the milestones they need to go through,” says Ken, commercial and marketing director at training provider Cegos and a Towards Maturity ambassador.  

These milestones are key.  Without them, it’s easy for L&D and business leaders to feel overwhelmed by what they need to do and not know where to start or how to get to where they need to go.  Ken thinks the four steps of maturity –optimising training, taking control, letting go and sharing responsibility – that are set out in the report, really help organisations break down progress into clear and achievable steps.  Each of those steps come with their own challenges and pivot points.  The report also demonstrates what benefits organisations can expect to achieve by taking steps to push through to the next stage and shares the characteristics of organisations that have gone through the breakthrough points. 

Ken thinks that by marking out the different stages of change and the steps that need to be taken, L&D and business leaders can see both how they are progressing and how other organisations are progressing. He says this is invaluable.  “It’s such a useful guideline, giving people visibility of the next steps they have to take so that they can keep progressing.  It challenges businesses to honestly address their status and progress and it also gives people a clear definition of what good looks like at the next step.  It’s not just saying ‘this is the gold standard’, because you can’t go straight to the gold standard. There are steps you need to take to get there.” 

This emphasis on transformation being a continuous process and a journey is really important, says Ken.  It makes transformation more achievable for organisations and reinforces the message that change is continuous now.  Even those at the fourth stage of maturity – sharing responsibility – need to keep moving forward and looking for the next step.  “It’s an ongoing evolution. If you need to turn everything upside down, that’s not going to work overnight.” 

Transformation is something that everyone within an organisation needs to buy into.  It isn’t something that is implemented by the senior team – it must be company and employee wide. Ken says line managers are instrumental in ensuring employee buy-in and that L&D and business leaders have to support them if transformation is to be achieved.  “There is an awareness of the critical role of the line manager as part of learning transformation.  If you look at levels of employee engagement, it’s typically around 13%. A key driver of engagement is line managers and there’s a lot that L&D can do to support and enable managers.” 

Transformation happens when everyone knows why it’s happening, where the organisation is going and what steps needed to be taken to achieve it.

Download the full Transformation Curve report here.
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