Organisational transformation is vital for companies striving to stay competitive and adapt to the ever-changing market conditions. According to Mckinsey and Company’s 2022 global survey, less than one-third of companies' transformations have been successful.
Andrew White, Senior Fellow in Management Practice at Saïd Business School, has found that human resistance to change can derail a transformation journey. One of the drivers of successful transformation is creating an environment where people have the psychological safety and support to learn, practise and try new things.
Learning and development programmes are an excellent way to create a workplace culture that facilitates transformation. They provide opportunities to enhance individual skills and propel organisational change.
1. Cultivating a Learning Culture
Laura Overton believes that a high-performance learning culture is about everybody playing a role in achieving the company’s ‘north star’, not learning and development departments having aspirations of a great learning culture. By encouraging employees to expand their knowledge and skills, companies create an environment that embraces change and innovation that can ultimately drive business performance.
Top-performing companies take a holistic approach to learning, encouraging employees to reflect and apply the information and skills learned. In addition, they focus on informal learning; people learn through experiences and social connections. A learning culture is vital for organisational transformation as it promotes adaptability and agility, enabling employees to readily embrace new ways of work - vital for survival in the current volatile economic climate.
2. Upskilling and Reskilling Employees
Transformation often requires new skill sets and competencies. Learning and development programs help organisations upskill and reskill their employees to meet evolving business needs.
easyJet found that upskilling managers with the knowledge, insight and understanding of emotional intelligence supported the company’s transition to hybrid working. By providing training opportunities, companies can bridge the skills gap, ensuring that their workforce is equipped to handle new challenges and leverage emerging opportunities.
3. Enhancing employee engagement
69% of companies have reported talent shortages – representing a 15-year high. Investing in employee development sends a clear message to the workforce that their growth and professional advancement matter. Engaged employees are more likely to embrace organisational transformation initiatives and contribute actively to their success.
Learning and development programs empower employees, instilling a sense of ownership and commitment to the organisation's goals.
4. Facilitating change management
Organisational transformation often involves significant changes in processes, systems, and structures. Learning and development programs play a crucial role in facilitating change management. By providing employees with the necessary training and resources, organisations ensure a smooth transition and minimise resistance to change. Employees become more receptive to new ways of working and are better equipped to navigate through transformational phases.
5. Fostering innovation
Transformation demands a culture of innovation. Learning and development programs encourage employees to think creatively, experiment with new ideas, and contribute to the organisation's innovation efforts. By nurturing innovation skills through training and development initiatives, companies unlock the potential for groundbreaking ideas and solutions that can drive transformative change.
6. Building leadership capabilities
Successful transformation requires strong leadership at all levels of the organisation. Learning and development programs can focus on developing leadership skills, enabling employees to take on leadership roles and drive change effectively. By investing in leadership development, companies foster a pipeline of capable leaders who can guide the organisation through the transformation journey.
7. Promoting collaboration and communication
Transformation initiatives often involve cross-functional collaboration and effective communication. Learning and development programs can include workshops, team-building activities, and communication training to enhance collaboration and strengthen relationships within the organisation. Improved collaboration and communication contribute to seamless knowledge sharing, fostering a supportive environment for transformational efforts.
8. Instilling change agility
During the industrial revolution, we developed the idea that the role of management is to forecast, plan and execute. However, in an increasingly unpredictable world, this model doesn’t work. COVID-19, the looming environmental crisis and global tensions have forced organisational transformation.
Learning and development programs can focus on building change agility and equipping employees with the mindset and skills to embrace change proactively. Through targeted training, organisations develop a workforce that is open to learning and businesses that are resilient and capable of quickly adapting to new circumstances.
9. Aligning employee development with organisational goals
Learning and development programs can be strategically aligned with organisational goals and objectives. Organisations with more mature learning and development departments report better revenue, retention and customer loyalty. By identifying key skills and competencies required for successful transformation, organisations can design targeted training programs.
Tips for creating effective learning and development programmes that support organisational transformation
Creating effective learning and development programs that support organisational transformation can be complex. Design and implement learning initiatives that drive meaningful change, foster a culture of continuous learning and ultimately unleash your organisation's untapped potential:
- Make sure the programmes are aligned with the organisation's strategic goals
- Tailor the programmes to the specific needs of the organisation and its employees
- Use a variety of learning methods to keep employees engaged
- Talk to us about how we can deliver learning programmes that support your transformation agenda
- Measure the impact of the programmes to ensure that they are effective.
.png?width=20&name=Vector%20(4).png){kind=small}
.png?width=10&name=Vector%20(2).png){kind=small}
.png?width=20&name=Vector%20(1).png){kind=small}
.png?width=23&name=Vector%20(5).png){kind=small}
