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Learning strategy and roadmap
Priorities, audiences, governance, ownership, delivery capacity, budget choices and a realistic route from current state to future offer.
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Learning strategy and design
Design learning that changes work, not just attendance.
I help organisations move from a collection of courses to a clear learning offer: diagnosed properly, designed around real work, supported through the right technology and measured beyond completion.
Outcome-ledBlendedMeasurable
Better performance
01Diagnose
02Pathways
03Digital
04Practice
05Measure
Practical principle
Start with what needs to change, not with the course someone has requested.
A learning catalogue tells people what is available. A learning strategy explains why it matters, who it is for and what should improve.
I can work from an existing brief, review a learning offer that has grown untidily over time, or help diagnose a capability problem before anyone commits to a programme.
The finished solution might include live workshops, digital content, manager resources, practical job aids, workplace activity, peer learning or a structured pathway. The format follows the outcome.
Ways I can support you
From strategy and diagnosis to finished learning resources.
Support can be focused on one priority or used to shape a wider learning and capability roadmap.
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Needs analysis and diagnosis
Clarifying the required outcome, current performance, root causes and whether learning is genuinely part of the answer.
03
Pathways and curriculum design
Connected journeys for new starters, managers, professionals or future roles rather than isolated events with no clear sequence.
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Digital and blended learning
Articulate content, virtual delivery, LMS journeys, video, live practice, job aids and manager involvement combined around learner need.
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Facilitator and learner materials
Session plans, trainer notes, participant workbooks, scenarios, communications, follow-up tools and accessible supporting resources.
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Evaluation and learning insight
Completion, confidence, application, manager evidence, operational data and clear reporting that shows what to improve next.
Examples from my work
What this can look like in practice.
Use the links to jump to an example, or read through the full set.
Organisation-wide mandatory learning framework
Shaped a clearer programme covering subjects such as data protection, health and safety, fraud, safeguarding, Prevent, ICT and respectful workplace behaviour.
- Priorities linked to risk and organisational need
- Learning Pool/Totara deployment and reporting
- Automated reminders and stronger manager visibility
- Clearer ownership, communications and assurance
Skills and competency audit approach
Designed an approach that compares expected and current capability, using structured assessment and dashboard reporting to create a better evidence base for workforce planning.
- Role and competency expectations
- Microsoft Forms assessment
- Manager-led development conversations
- Power BI-style reporting and service insight
Foundations of Effective Management
A practical programme for new and aspiring managers using pre-work, live virtual sessions, discussion, breakout activity, reflection and workplace action planning.
- Role clarity and management style
- Motivation, emotional intelligence and trust
- Communication, feedback and delegation
- Inter-session application rather than theory alone
The Case of the Training That Did Not Work
A 60-minute, Slido-led case investigation that helps L&D professionals diagnose why a programme failed to change behaviour and design the continuation journey needed afterwards.
- Prediction polls and clue reveals
- Decision points and group diagnosis
- Continuation Journey Canvas
- A practical output every participant can use
A book-linked lesson
Do not start with the course. Start with the change.
A practical theme running through Making Sense of Organisational Development and Learning is that learning must be connected to the system, the work and the result.
This five-question check can be used before designing a programme or accepting a training request. It prevents a polished solution being built for the wrong problem.
Training can start change, but the workplace has to help it survive.View the book on Amazon
Sample tool
The five-question learning design check
- OutcomeWhat should people or the organisation be doing better?
- BarrierWhat is stopping that from happening now?
- LearningWhich part genuinely needs knowledge, skill or confidence?
- TransferWhat must happen after the session to support application?
- EvidenceWhat would show that behaviour or performance has improved?
Practical question
What would you design differently if course completion were not allowed as your measure of success?
How the work is built
A clear route from business need to learning impact.
Diagnose
Clarify the need, audience, evidence and barriers.
Prioritise
Agree what matters most and what is realistic.
Design
Build the right blend of learning and performance support.
Improve
Use evidence to refine, scale or stop activity.
Start a conversation
What does your learning offer need to achieve?
Share the problem, audience and current approach. I can help you decide whether the answer is a roadmap, pathway, resource, workshop, digital solution or a combination.