Organizational learning and capability strategy

Trigger

• Organisations recognise that performance depends on learning capability and capability.
• Strategic learning objectives are not connected with organisational strategy.
• Capability gaps hinder organisational development and performance.
• Organisations need clear learning architecture and performance systems.
• Transformation requires systematic capability development.

Decision

The decision for a capability strategy is a decision for:

• Strategic connection of organisational strategy and learning objectives
• Systematic capability development as competitive advantage
• Measurable improvement of organisational performance
• Sustainable organisational development through learning

Strategic analysis

• Analysis of organisational strategy and performance objectives
• Identification of critical capabilities for strategy implementation
• Assessment of current capabilities and gaps
• Analysis of learning capability and organisational development

Strategy development

• Development of capability models for critical roles
• Strategic learning architecture that connects strategy with learning
• Learning paths and development programmes
• Performance management system and measurement
• Implementation plan and governance

Implementation

• Leadership of strategy implementation
• Stakeholder management and communication
• Monitoring and continuous improvement

• Clear capability strategy that connects organisational strategy with learning objectives
• Capability models for critical roles and functions
• Strategic learning architecture with learning paths and programmes
• Performance management system with measurement of capability and performance
• Implementation plan with clear milestones and accountability
• Measurable improvement in organisational capability and performance
• Sustainable learning infrastructure that supports continuous improvement