How Can We Use the LCD Model to Design Onboarding?

2021-09-07T10:43:28-04:00

Lisa and I have made it to the ATD International Conference in Salt Lake City to kick off a weekend and week of learning! We are excited for our full day workshop tomorrow, education sessions and happy hour on Sunday, and book signings and demo session on Monday. Speaking of demos, we all want to see the LCD model in action. As we head into the tail end of the year (can you believe it?), many of us have either already onboarded a new group of employees or are ramping up for our organizational initiatives for 2022. With many organizations staying remote, or [...]

How Can We Use the LCD Model to Design Onboarding?2021-09-07T10:43:28-04:00

Creating a Learning Cluster for Onboarding

2021-08-04T23:47:56-04:00

With the pivot to virtual learning in 2020, and continuing with that trend in 2021, many learning professionals were faced with the challenge of converting in-person, live orientation and onboarding with a better, more modern solution. For this particular case study, an L&D leader was tasked with developing a new onboarding program. Traditionally within this organization, onboarding consisted of a week-long live class or blended learning to orient to the company, the people, to technical skills, etc. Looking at it from an LCD model lens, this leader first got clear on the most critical differences they wanted to see on the [...]

Creating a Learning Cluster for Onboarding2021-08-04T23:47:56-04:00

How to Develop Learning for 78 Topics in 12 Months

2021-08-04T23:48:06-04:00

Because the Gorilla Glue Company was expanding rapidly, more people needed onboarding, upskilling, and leadership skills. When the Learning and Development department surveyed the leadership on what they needed, the response was typical - management, after narrowing, decided on 78 training topics and they wanted them delivered within 12 months. Traditionally, when given a laundry list of topics, L&D goes straight to their go-tos - one-and-done live training events, an eLearning course in the LMS, etc. It’s overwhelming to figure out personalized learning assets for that many problems when you don’t have a strategic process. With Learning Cluster Design, the L&D team [...]

How to Develop Learning for 78 Topics in 12 Months2021-08-04T23:48:06-04:00

Compliance LCD Case Study

2021-08-04T23:50:06-04:00

Here’s a REAL EXAMPLE of a Learning Cluster and L&D professional developed in our workshop. ASK: The business asked the LCD workshop participant to develop and update their annual harassment training to remain compliant with standard HR & Legal Policies. TRADITIONAL SOLUTIONS: e-Learning module, videos with knowledge check, or live-class. LCD APPROACH: The workshop participant had a huge aha moment by refocusing the Goal on Performance and Strategic Impact - It’s not about compliance for compliance sake! The Change Action shifted the goals from just liability to something that employees might care about as well. Take a look at the difference: “By helping [...]

Compliance LCD Case Study2021-08-04T23:50:06-04:00

Onboarding LCD Case Study

2021-08-04T23:50:15-04:00

Here's a REAL EXAMPLE of a Learning Cluster and L&D professional developed in our workshop. ASK: We need new hire onboarding. TRADITIONAL APPROACH: 1 week long live class or blended learning to orient to company, orient to people, orient to technical skills, etc. LCD APPROACH: First, we get clear on the most critical differences we want to see on the job from the employee, with clear ROI for the business. The L&D professional attending our workshop crafted a detailed goal for the Learning Cluster during the Change Action. “By improving the onboarding process for new members of the Delivery Services organization, the business [...]

Onboarding LCD Case Study2021-08-04T23:50:15-04:00

Putting Learner Personas to Work: A Case Study

2021-08-04T23:50:42-04:00

In our previous post, we explored the idea of using learner personas. L&D practitioners need to learn how to identify key subgroups within the larger target audience then collect or create the right array of learning assets to meet the learning needs. What’s more, they must go beyond segmenting learner groups by the traditional criteria of age, experience, education, language, job role, and so forth. Here’s a sample description of three personas used for developing manager training: Chris, the new manager, is under 35 years old, loves to text and chat online, is highly motivated to be good at this new job, [...]

Putting Learner Personas to Work: A Case Study2021-08-04T23:50:42-04:00