Spring Cleaning for Your Learning and Development Program

lego-568039_640Spring comes at the perfect time in the year. It is the motivator that jump-starts the training plans and resolutions you made at the beginning of the year that have gotten off-track because work is like that. You plan. Reality happens. You get distracted. Spring allows you to pick up where you left off and dust off your goals and start anew.

Here are a few ways to spring clean your training plans:

1. Take a fresh look at who needs training and what kind they need. If you haven’t done a needs analysis recently, now is a good time. Do you have any skill gaps that you need to address? What new projects have popped up since the first of the year? Has anything unexpected changed your initial plans?

2. Review curriculum offerings. Take a hard look at the results of your training plan and course offerings. Make note of what’s working and not working. Ask your users why they preferred Course B over Course A.

3. Refresh learning objectives to align with your firm’s business strategy. The pace of change in the world is quick. While law firms have been historically slow to react to change, that doesn’t mean that your firm isn’t adjusting its strategies, vision or goals in subtler ways. Couple this with the results of your needs analysis and curriculum review to make sure that what you offer meets the needs of your firm.

4. Make sure that processes are in place to engage the managers of learners. We often talk about engaging leaners directly, but we need and should be getting help from our managers, directors and leaders. What is trained is only valuable if someone uses what they learn to perform better on the job. We need the support of managers to mentor and motivate others to use what is learned.

5. Provide access to learning content back on the job. The same technology that changes how people work also provides ways to refresh, reinforce, remind and reenergize learners about what they learned. Evaluate where learning offerings can be enhanced and expanded with digital content.

6. Spruce up your offerings with new learning techniques. Take a fresh look at ways you can enhance your learning program. Can you incorporate more stories, exercises or self-evaluations that are learner-centric? Learner engagement is critical to learning retention, so explore new ideas like Microlearning, flipped assessment and blended learning that give the learner some control of their learning path.

Bonus: Don’t forget to look at your personal development plans and goals. Has anything changed since the first of the year for your own professional development plans? Just like change happens for our users, it happens for us as well. What you thought you needed to grow professionally in January may be different now.

We hope that you can spring into a new and refreshed outlook on your goals for this year. We are here to help you and your learning programs grow. If we can help you in any way, please let us know.

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