In today’s working life, it is no longer sufficient to simply know how to perform a task — the ability to continuously learn and innovate has become increasingly important. Responsibility for learning is shifting from management to individuals, which requires a change in the focus of skills development. Rather than directing learning itself, organizations must increasingly concentrate on managing the structures and processes that enable agile, self-directed learning.

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Learning management tools and training can be implemented either as a stand-alone initiative or as part of the broader development of an operating model for skills development and management.

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These initiatives often include pilot phases or experiments in which jointly designed practices are tested in real work situations and further refined based on feedback and insights gained during the trials.

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Our services related to skills development — including coaching, experimentation, guided development of practices, and team support — help organizations address common everyday challenges such as the following:

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Strategic learning
How can strategic objectives be integrated into team learning and on-the-job learning models?

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Team learning
How can skills development focus on developing the structures and practices that enable effective on-the-job learning?
How can organizations anticipate changes in skill needs and identify practical ways to maintain and develop their team’s capabilities? How can teams create shared ways of learning from one another and systematically sharing knowledge and experience? How can the development of team skills be planned and supported?

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Individual development
Providing tools that support personal growth and development, while also renewing existing practices — such as development discussions — and introducing new processes where needed.