Proactive Planning

Proactive planning for 2019…

Yes, it’s probably the last thing you want to add to your plate right now but it’s time to get planning for next year.

Here are some thoughts to consider…

-How proactive would you consider your strategic planning?

-Are your team ready to deliver results for you?

-Is professional development aligned with the overall business strategy?

-Or is it more an afterthought, a reactionary tool?

No matter what the structure or size of the organisation, successful and effective learning and development initiatives share one thing in common: they are planned proactively and strategically because they are recognised as a powerful tool in driving the business forward.

This year’s CIPD people development survey reported that a ‘lack of clarity is a common barrier’ to business strategy alignment.  Common reasons for this were attributed to issues in leadership. For example, approximately a third of those surveyed experience a ‘lack of insight and understanding’ from senior management. Other reasons for lack of clarity included, restructuring, changes in personnel and the general effect of market activities on different business priorities.

Implementing individual and team development is not the easiest of tasks with other pressures in the business. One of the first and hardest steps is making sure all members of the business are on board with any development initiative; at every level and in every department, even those don’t consider themselves directly affected.

A business is a support network and its people are one of its most valuable assets – they’re the ones who will deliver the results. It is therefore essential that communication is free and easy, and understanding is clear. Ultimately, both teams and individuals need to be committed to the role that they play within this, as well as the responsibility they have to each other. This might seem simple and obvious but it is a common hurdle for many businesses. Sometimes it’s necessary to go back to the basics, to make sure everyone is committed to the goals of the business and aware of what is required from them.

There has been a notable shift in the concept of the role external training providers play, viewing them more now as ‘learning facilitators’. This is positive and shows that the culture is gradually changing, thinking more about sustainable long term development practices. It’s not just about ticking the box with a training initiative; it’s about encouraging a proactive learning culture within the business, which uses the support network to embed creativity, motivation, new skills and self-generate success.


KSA have developed our own 5 point methodology to help with creating and implementing an effective training programme. We call it ‘The 5R’s’ ® and we thought it might be useful to share it with you…

Recognise, Relevant, Reaction, Reinforce, Results.

For a detailed breakdown of this methodology, visit our 5R’s blog article.

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