January 13, 2021 – Written by David James
In 2020, as the world emerged from lockdown, David James spoke with Jilly Julian, L&D Business Partner at Horwich Farrelly, on The Learning & Development Podcast.
This conversation centres around how Jilly had adapted her People Development Strategy in light of lockdown and its subsequent easing, how this differs from pre-pandemic strategies and what it will take to deliver on it.
“I’ve described this previously as being an organisation that was about to pilot some fairly small-scale flexible working in one part of the firm and was looking at ways that we could reduce the amount of paper and move to a paper-light way of working.
We’re now almost completely remote and paperless overnight. When you look at the degree of change that that means for the firm in terms of processes, the way that we operate, our operational model has changed completely. …”
It is More Critical Now Than Ever to Come Back to What are the Key Drivers in Your Business
What are the things that will support the survival at worst, growth at best of your business? Those as the key tenets to use to then build the strategy from.
User-insights is a Really Big Part of This
It’s important, because not only in terms of the data that user-insights gives back, but in terms of new starters to the firm actually understanding that they have something to contribute to the organisation and that L&D are interested in their insights.
There’s still a lot of hubris here – and an anti-agile planning mindset – but some of the points are clear: technology can facilitate onboarding (here: induction), an automated LMS can be structured to solicit user’s feedback, the silo of L&D onboarding is parochial and archaic, and your processes had better bring business value immediately. -MW-
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