Lead Learning Strategy Implementation - Preparing for 2020-2021

This presentation discusses the implementation of a lead learning strategy for PEC Consultants, including the review of strategic outcomes, learning resources, meeting with stakeholders, modification of learning strategies, and review of people and resources used.

Lead Learning Strategy
Implementation – Preparing for 2020
- 2021
Name of the student
Name of the University
Author Note

Review of Strategic Outcomes
The training and development programs that
were conducted at Telstra, Vodafone and
Optus as well as at Safe Work Australia
appear to have been largely successful, with
most of the workshop content having been
comprehended well enough by employees.
Since role play and simulated environment
have gone down well with clients, then such
techniques will be made use of more
extensively in forthcoming workshops and
training events.

Review of Learning Resources
The learning tools that were used for carrying out the
training and development programs were well
received by the participants.
The power point presentations were appreciated
quite a bit and the hand outs and slide notes that
were provided to the audience as a part of such
presentations were also highly beneficial for those
who attended the workshops.
Such tools will be made use of in future workshops
and training sessions given how these proved to be
useful in conveying course content to workshop
participants and that too in a limited period of time.

Meeting with Stakeholders on Agreed
Procedures
After meeting with the clients of PEC Consultants,
it came to be known that the training programs
proved to be highly beneficial and that they are
likely to now benefit a lot more from the services
that are provided by PEC Consultants than they
were able to in the future.
Since one of the clients have said that the
simulation environment and role play features of
the workshops were interesting for him, I will
make it a point to incorporate to use such methods
when conducting training workshops in the future.

Modification of Learning Strategies
There will be no modifications made to learning
strategies and resources that were used as a part of the
training workshops conducted.
All the learning resources used, such as the electronic
textbooks, internet based sources and relevant up to
date course content that placed a lot of focus on
concepts and theories rather than text book knowledge
are going to be made use of in future workshops, give
that all of this has been very well received by course
participants.
Attempts however will be made to keep the course
content as brief as possible to keep participants from
getting a bit too bore during the learning process.

Review of People and Resources Used
The management of PEC Consultants appeared to be
most cooperative when it came to planning and
implementing all the leadership training sessions.
Several arrangements were made in a very short period
of time, and several employees signed up for the training
program in the hope that it would benefit them in the
work they were doing.
The electronic resources used for conducting the
workshops such as internet, laptop computers and
projectors all played a crucial role in making sure that
the workshops and training sessions were conducted
with the greatest degree of efficiency possible.

End to End Implementation of
Organizational Learning
The organizational learning process that will be implemented for
PEC Consultants will be in the area of training and development.
This training process will be divided into five main stages.
The first stage of the training and development process for PEC
Consultants will involve the identification of employees working for
the organization who are in need of training, so that they
themselves can do a successful job of imparting educational
leadership and training services for organizations who recruit their
services.
A skill test in communication will be taken for this purpose and the
results of the test will reveal who among the employees of PEC
Consultants are in dire need of training and who are not and based
on that a final list of employees designated to receive training will
be drawn up.

End to End Implementation of
Organizational Learning
Once the final number of employees who are in
need of training has been determined, the training
will be formally imparted to the selected employees
by first exposing them to a series of power point
presentations.
Although the training will be provided to groups of
employees, efforts will be made to focus on
communicating with the employees on a one to one
basis to identify a number of important areas such
as shortcomings and limitations or any individual
difficulties they may be facing in the area of
communication.

End to End Implementation of
Organizational Learning
Every effort will be made to keep the learning
process using power point presentations as
interesting as possible so that those attending the
training do not get bored and instead are excited to
learn more about how they can improve their skills
and strategies.
Based on the feedback received for the previous
training workshops that were conducted, efforts
shall be made to make use of a simulated work
environment and to use role play in order to make
critical concepts pertaining to communication a lot
more easier for the trainees to understand.

End to End Implementation of
Organizational Learning
Apart from the information that is provided during
the power point presentations, additional hand outs
will also be given to the trainees that they can refer
to when they go back home.
The purpose behind providing handouts is to help the
trainees to brush up on the concepts that they are
taught during the power point presentations, once
they go back home, enabling them to retain the
concepts much better than they could have.
The hand outs will be kept comprehensive, with the
points being listed in bullet format for the benefit of
learners.

End to End Implementation of
Organizational Learning
The training sessions will be conducted over a period of
one week and will be of a duration of 3 hours every
single day.
The sessions will be kept interactive, so that the
audience gets to exchange their views and thoughts
regarding the training process as and when it is
conducted and clarify their doubts as required.
There will be no formal examination at the end of the
training program, but those who are receiving the
training will be subjected to a quiz at the end of the
training to determine how well they have learnt the
concepts taught and how well they can put such
concepts to use.

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