Learning IQ

Learning Transformation

We Help Brands Transform Into Learning Organizations

Brands Are Suffering From a Growing Skills Gap

Learning Transformation

In a report by the Economist Intelligence Unit

94% of surveyed executives said their organizations had a moderate or severe digital skills gap.

Economist Intelligence Unit Study Tweet

Without the right skills on their teams, even the longest-standing companies risk becoming obsolete. It’s why nearly 50% of the S&P 500 will disappear over the next 10 years.

Economist Intelligence Unit Study Tweet

The Three Stages of Learning Transformation

According to Professor David A. Garvin of the Harvard Business School there are three stages that employees pass through in an effective Learning Organization

1. Cognitive

Members of the organization are exposed to new ideas, expand their knowledge, and begin to think differently.

2. Behavioral

Employees begin to internalize new insights and alter their behavior.

3. Performance

with changes in behavior leading to measurable improvements in results: superior quality, better delivery, increased market share, or other tangible gains.

Learning IQ Was Built To Compliment These Stages

How The Process Works

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Learning IQ Stages

Assess

Assess the current state of learning using Learning IQ Assessment Matrix. Use this to guide the overall strategy. Learn more below

Plan

Create a Learning IQ Improvement Plan (L.I.I.P). This will lead the strategy.

Build

Build curriculum, courses, LMS, process and anything needed to improve learning outcomes.

Better Learning Organization

Staff Learning Stages

Learn

This cognitive stage is where employees learn new skills. This improve their performance.

Implement

This behavioral stage is where employees are using what they learned. They apply the new skills to business problems.

Perform

Behavioral change leads to improved work performance. This drives more discovery to advance training.

Learning IQ: Assessment Matrix

The Learning IQ assessment matrix focuses on three areas to improve your companies ability to create a learning org.

1 CULTURE
2 CAPABILITIES
3 COMMITMENT
CULTURE

CULTURE

In this section we work with your team to determine if learning is core to your corporate culture. Here are a few questions we look to answer:

  • Is there a Team or Person Responsible for Learning?
  • Do you do things like Lunch & Learns?
  • Is Learning part of an employees KPIs?
  • Is Learning in Hiring Process?
CULTURE
CAPABILITIES

CAPABILITIES

In this section we work with your team to determine if  you have the technology, processes & infrastructure to build a learning organization? Here are a few questions we look to answer:

  • Do you have the right Learning Management System (LMS) and EdTech?
  • Can you produce your own courses?
  • Are there internal Course Instructors?
  • Do Learning Paths Support Career Paths?
CAPABILITIES
COMMITMENT

COMMITMENT

In this section we work with your team to determine if your company is committed to learning? So we can help them find ways to increase their commitment. Here are a few questions we look to answer: 

  • Are there Perks for Learning?
  • Are there Learning Stipends?
  • Are there continued investments in learning?
  • Is there Executive Mentorship & Coaching
COMMITMENT

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