This is a continuation of my series on how to create a learning and development strategy. In previous posts I wrote about how to gather information for a learning and development strategy using what I refer to as Six Strategy Questions. The previous post dealt with how to answer questions one to three. This post deals with how to answer questions four to six. Later on in the series we will see an example that illustrates how to use the Six Strategy Questions.

You can access the previous post here:

Answering Questions one to three - https://www.trainingzone.co.uk/community/blogs/bolaowoade/six-strategy-questions-questions-one-to-three

Question four is:

What must people know (knowledge) and be able to do (skills) for the organisation to have the required capabilities?

For the organisation to have the required capabilities to take the identified actions successfully, people must have the right mix of skills and
knowledge. The answer to question four is identifying what people must know(knowledge) and be able to do (skills) in order for the organisation to have the
right capabilities.

Question five is:

How will the learning and development function support people to know and be able to do what they need to?

This question wants the answer to what kind of learning and development support will be provided to help people acquire the right knowledge and skills. This is where the learning and development function or team will provide a specific type or mix of interventions to help people meet their development needs.

Question six is:

How will the organisation know that learning and development has successfully supported the achievement of business goals?

This is a question of evaluation and measuring the impact of what the learning and development function or team did.  It also is about identifying whether the support provided helped the organisation to achieve the business goals.

In the coming posts we will look at an example that demonstrates how to use the Six Strategy Questions.