DDI Learning Journey Design
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DDI Learning Journey Design



Ensure that your development initiatives build better knowledge, skills, and experience to improve performance

Ensure that your development initiatives build better knowledge, skills, and experience to improve performance
and raise engagement in the new business landscape.



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DDI Learning Journey Design Document Transcript

  • 1. DDI LEARNING JOURNEY DESIGN Ensure that your development initiatives build better knowledge, skills, and experience to improve performance and raise engagement in the new business landscape Leadership is a journey of learning opportu- nities, in which individuals face transforma- tional challenges that help them grow with time. For this reason, no two journeys are alike. A Learning Journey must be a unique creation that is perfectly tailored to your organization’s leadership style and culture, and designed to deal with the realities of execution. Learning Journeys are a strategic develop- ment approach anchored in business strategy, but with practical application. Intended for groups, cohorts, or communities of leaders, a Learning Journey takes place over time. It incorporates multiple formal and informal development components into a unique design, which optimizes your training invest- ment and maximizes learning stickiness and behavior change. Clearly, the HOWs of training—the design, delivery, and implementation—matter. We must manage our training initiatives in the same way that other areas of the business manage their initiatives. Research from HR.com and DDI reveals that only 9 percent of HR professionals rate their development as very high when their organizations offered open enrollment programs with a curriculum of classroom-based courses. In contrast, 91 percent of HR professionals rate their development as very high when their programs utilized a journey-based approach, with continuous learning and a mix of methods. Consider the following questions to gauge the quality of your organization’s leadership development initiative: > Does your organization utilize a cookie- cutter approach to leadership develop- ment? Is your approach personalized for your organization and your learners? > Are you simply sequencing development components aimed at building leadership competencies? Do these components consider the before and after elements surrounding training to ensure sustainable development? > Do you have a graphic learning map to aid in the marketing of your approach within your organization? Does this design con- nect your leaders to your business and your business to their development? THE BENEFITS > Ensures alignment between development solutions and your organization’s strategies. > Fuels individual, group, and organizational transformation via a combination of 70:20:10 learning applications (instruc- tion, coaching, post-session application, and leadership involvement). FACTS—DDILEARNINGJOURNEYDESIGN 1 FACTS © Development Dimensions International, Inc., MMXIII. All rights reserved.
  • 2. > Spans boundaries, promoting networking and relationship-building. > Produces new perspectives, self-aware- ness and insight, a common leadership language, and mastery of leadership skills. > Helps optimize the innovations and flexibility built into DDI’s leadership development systems, Interaction Management® : Exceptional Leaders (IM: ExLSM ) and Business Impact Leadership® —to expand, refresh, apply, and track learning. > Provides clear pathways of action for immediate application by your organization. THE DETAILS Learning Journey creation requires a methodology rooted in instructional design and organizational development principles. It is based upon the strategic and cultural challenges facing the organization, and the actions leaders need to take to drive the business forward. “My expectation for the Learning Journey design session was that we would use a sound design methodology that would result in a good outcome ...[Still], the Learning Journey design session exceeded my expectations.” “The session was compelling, efficient, and we were pleasantly surprised by the rigor of the approach. The best part was that WE drove the outcome of our design.” – Deb Sinta, Director of Talent, Hillshire Brands (formerly Sara Lee) DDI utilizes a collaborative design process to create a Learning Journey. In working ses- sions,key stakeholders,program managers, and a DDI Learning Journey design expert work closely together throughout a series of phases to gain a common understanding of your organization’s unique business needs. Phase 1: Organizational Landscape Exploration During this phase of the Learning Journey, stakeholders and design experts engage in fact-finding to: > Understand Your Business: Key strategic priorities for the organization, competitive challenges, cultural issues, leadership competencies, objectives and benefits of the program, expected challenges and barriers, and the support leaders need to make the journey a success. > Analyze the Audience: Development gaps for the target audience, past develop- ment experiences, and the context for development investment. > Confirm Parameters: Timings for the initiative, audience size, delivery modali- ties (e.g., instructor-led, virtual and web-based options), alignment with other systems and processes, and customization requirements. Phases 2 & 3: Configuration Framework & Learning Journey Design Armed with the results of Phase I discussions, designers and stakeholders investigate the implications of incorporating new design elements into existing talent management and development initiatives. New learning components from DDI’s Interaction Management® and Buiness Impact Leadership® are explored,including: > Formal Learning: Instructor-led and self-study courses, and knowledge gained through reading, webinars, and other sources of information. This category includes traditional and virtual classroom courses as well as web-based training. > Informal Learning: Activities that are incorporated before, during, or after for- mal development. These activities include FACTS—DDILEARNINGJOURNEYDESIGN 2 © Development Dimensions International, Inc., MMXIII. All rights reserved.
  • 3. learning from others and learning from on-the-job experience. Many learning activities fall into this category, including: – Development Accelerators (part of the Interaction Management® system). – Virtual or in-person sessions to deter- mine what is and isn’t going well. – On-the-job assignments/ work experiences. – Simulations and games in the context of real-world leadership situations. – Learning 2.0 and social media options. – New content to extend learning. – Executive speakers. – Peer learning groups to increase learning accountability and strengthen networks. – Manager meetings. > Diagnostics: Initial assessments (group and individual) and measurement after the formal learning component. Activities in this category can be used to evaluate the effectiveness and impact of a Learning Journey. Diagnostics tools include: – Self-assessments to promote learning insight. – Feedback surveys around critical skills. – Behavioral assessments. – Program evaluation and measurement of impact. The product of the design session includes a unique Learning Journey design map,struc- tured in accordance with the principles of 70:20:10. Additional supporting materials provide documentation of the organizational landscape discussions and design implica- tions that emerged during the design session. Last,but not least,we gauge the appropriate level of project management support you’ll need as your journey moves from design through implementation. TARGET AUDIENCE Program managers and senior stakeholders for leadership development initiatives. RELATED SOLUTIONS > Business Impact Leadership® : Mid-Level Leader Series. > Interaction Management® : Exceptional Leaders Series (IM: ExLSM ) > Interaction Management® :Exceptional Leaders ...Extraordinary Results® (IM:EX® ) > Interaction Management® : Exceptional Performers (IM: ExPSM ) DDI’s many assessment options gauge strengths and needs to guide development. TO LEARN MORE Contact your DDI representative or visit www.ddiworld.com. FACTS—DDILEARNINGJOURNEYDESIGN 3 MKTIMFS18-0713 © Development Dimensions International, Inc., MMXIII. All rights reserved. CONTACT INFORMATION WORLD HEADQUARTERS 412.257.0600 E-MAIL INFO@DDIWORLD.COM WWW.DDIWORLD.COM/LOCATIONS