Ad hoc leader requests and "tribal" knowledge sharing may work to meet learning and development needs in smaller organizations, but this approach is not scalable. Internal support teams need reliable data to prioritize and scale critical initiatives and ensure the workforce has equal opportunities to succeed. This session explores our use of a Skills Diagnostic to generate insights, uncover skills development in areas with the most impact on a growing organization, and avoid the risk of unaddressed skills gaps. We’ll discuss a three-phased approach to preparing, building, and sharing data-driven learning strategies for regional and global teams. Throughout this case study, we will discuss ways to adapt your program and share ideas for improving the prepare and shareout phases by incorporating other data you may have (e.g., performance, completion, etc.)

In this session, you will learn:

• How to use surveys and simple visualizations to establish a skills diagnostic program
• How to get crisp alignment amongst Enablement, Leadership, and Learners on the Competency and Skills model that underpins your program
• Why and how to communicate rationale, findings, impact and the value of investing in self-directed learning — and share share insights from learners in a way that affects leadership's decision making