In today’s working life, it is no longer enough to simply know how to perform a task — the ability to continuously learn and innovate has become more important. Responsibility for learning is gradually shifting from management to individuals, which calls for a change in the focus of competence management. Instead of concentrating primarily on directing learning, organizations must increasingly manage the structures and processes that enable agile and self-directed learning.

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Developing a strategic learning model is a process in which the organization’s approaches to managing learning are connected to its strategy and translated into a practical operating model.

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A strategic learning model typically evolves through the following phases:

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Planning principles
The work begins by defining the planning principles for the process, taking into account the organization’s current state and its desired future state.

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Learning vision
What is our perspective on learning? Why is learning important to us? This phase focuses on defining a shared direction and formulating a clear learning vision.

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Strategic capabilities and learning practices
What is required to achieve the learning vision? This phase links strategy with skills development by defining strategic capabilities and capability maps, while also identifying and designing both existing and needed learning practices.

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Relevant ways to renew
Updating and renewing operating models for skills development at both the team and individual levels.

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Implementation
Embedding skills development tools and processes into everyday work as part of team learning.