Lead Learning Strategy and Implementation: Comprehensive Report

This report delves into the intricacies of lead learning strategy and its practical implementation within an organizational context. It begins by exploring international e-compliance systems and learning approaches, followed by a detailed examination of TESQA's risk assessment approach. The report then addresses relevant authority compliance requirements for Registered Training Organizations (RTOs), including legislative and standard compliance obligations. It identifies pertinent legislation, codes of practice, and national standards for individual leading strategy management. Furthermore, it outlines technology and systems requirements essential for supporting an organizational learning strategy, along with an analysis of organizational theories such as classical and scientific management. The report also investigates organizational evaluation strategies, the functionality of contemporary organizational learning strategy design and development, and continuous improvement processes. It examines the implementation process of an organization's learning strategy, consultation and communication processes, and the roles of various stakeholders. The report also explores authoritative responsibilities and parameters, contemporary approaches to assessment instrument and strategy design, and quality management compliance requirements in organizational learning.

Running head: LEAD LEARNING STRATEGY AND IMPLEMENTATION
Lead Learning Strategy and Implementation
Name of the Student
Name of the University
Author Note

1LEAD LEARNING STRATEGY AND IMPLEMENTATION
Task 1
1. A. 5 International E-Compliance System or Learning Approaches that are used
Worldwide
Five international e-compliance learning approaches that are used worldwide are the
regulation of electronic learning in the domain of higher education, the use of
MOOC’s, risk assessment approaches, the use of assessment houses and innovation
in higher learning and education, especially with reference to online learning.1 The first
entails the provision of higher education awards after successfully completing a program
of online study, such as an online certificate or diploma program. The second involves
using modes of delivery that are assessed within the specific context of the overall
approach that is undertaken by a supplier in establishing a sound and secure learning
environment. The third involves the use of a risk assessment approach in order to
determine whether or not a provider is likely to remain compliant with all threshold
standards. The fourth entails the use of assessment houses, that is, organizations that
focus entirely on the provision of assessment services as well as the awarding of
qualifications. The fifth involves new initiatives in the learning sector that are aimed at
improving the learning experience of a student overall. 2
B. TESQA’s Risk Assessment Approach
TESQA’s assessment of risk in particular involves staff support as well as
development, provision of student support, the ability to monitor progression, completion
1 Ardichvili, Alexandre, Kristina Natt och Dag, and Steven Manderscheid. "Leadership development: Current
and emerging models and practices." Advances in Developing Human Resources 18.3 (2016): 275-285.
2 Ibid

2LEAD LEARNING STRATEGY AND IMPLEMENTATION
rates and curriculum development, and making use of pedagogical approaches to e-
learning.
2. A. Relevant Authority Compliance Requirements and Obligations Applicable to
Registered Training Organizations
Some of the relevant authority compliance requirements and obligations that are
applicable to the Registered Training Organizations or RTO’s are that the RTO’s make
sure that their high managerial agents or executive officers are vested with enough
authority, in order to make sure that RTO standards are being complied with at all times,
meeting all of the relevant criteria that is contained in Fit and Proper Person
Requirements as mentioned n Schedule 3 and ensuring that the people who are managing
the registered training organizations are able to take the right decisions that ensure all
types of compliance.3
B. Relevant Standard Compliance Requirements and Obligations Applicable to
Registered Training Organizations
Some of the relevant authority compliance requirements and obligations that are
applicable to registered training organizations are the implementation of a transparent
appeals and complaints policy which enables clients and learners to be aware of and to
also understand their responsibilities and rights under RTO standards. Effective
administration and governance arrangements need to be put in place by the RTO. The
3 Goodway, Rebecca M., et al. "The Learning Co-op: a showcase of cooperative leadership to provide a
coherent model of student academic support." (2016).

3LEAD LEARNING STRATEGY AND IMPLEMENTATION
RTO needs to make sure to cooperate with VET Regulators at all times and ensure that its
operations are legally compliant.4
3. Identification of Legislation, Codes of Practice and National Standards that are
Relevant for Individual Leading Strategy Management Implementation
The Archives Act of 1983, the Privacy Act of 1988, the Privacy Regulation
of 2013 and the Freedom of Information Act of 1982 are some of the legislations,
codes of practice and national standards that are relevant for individual leading
strategy management implementation.
4. Technology and Systems Requirements for Supporting Organizational Learning
Strategy
Technology and systems requirements that need to be in place for supporting
organizational learning strategy are video cameras, IPod’s, the internet and multimedia
presentations. The internet is the most important requirement out of all of these varied
requirements as it provides learners with the connectivity that is needed to acquire
information and other sources that are imperative to make the learning process a success.5
5. Two Organizational Theories and Organizational Evaluation Strategies
4 Hilliard, Ann Toler. "Global Blended Learning Practices for Teaching and Learning, Leadership and
Professional Development." Journal of International Education Research11.3 (2015): 179-188.
5 Komives, Susan R., and Wendy Wagner, eds. Leadership for a better world: Understanding the social change
model of leadership development. John Wiley & Sons, 2016

4LEAD LEARNING STRATEGY AND IMPLEMENTATION
Two well known organizational theories are the classical theory of organization and the
scientific management theory. The classical theory of organization is quite a traditional
theory where a lot of emphasis is placed the organization and its structure rather than the
employees who are working in that organization. In the view of the classical theory of
organization, the organization is basically a machine and human beings tend to form parts or
components of such a machine.6 Emphasis is placed by the classical theory of organization on
the quick detection of errors and the immediate rectification of errors once these have been
detected. What the classical theory of organization appears to be a lot more concerned with is
the organization itself and organizational output rather than the people who form the
organization. The scientific management theory of organization places importance on the
performance of individuals within an organizational setup. What it specifically aims at is
improving the efficiency of individuals who are working for the organization. 7
Two of the strategies that can be put in place in order to evaluate the performance of an
organization are the use of a framework or a model, and the use of an organizational
assessment network or procedure. The organizational assessment is a systematic process by
which valid information is obtained regarding the performance of a particular organization as
well as the different factors that are affecting this performance. Organizational assessment
appears to be quite different from other types of evaluation largely because of its focus on the
6 Rigby, Jessica G., et al. "Leadership Development Through Design and Experimentation: Learning in a
Research–Practice Partnership." Journal of Research on Leadership Education13.3 (2018): 316-339.
7 Shamir, Boas, and Galit Eilam-Shamir. "“What’s your story?” A life-stories approach to authentic leadership
development." Leadership Now: Reflections on the Legacy of Boas Shamir. Emerald Publishing Limited, 2018.
51-76.

5LEAD LEARNING STRATEGY AND IMPLEMENTATION
organization itself as a primary analysis unit.8 When it comes to frameworks or models, the
type of framework that is used for evaluating the performance of an organization depends a
lot on the nature and the type of organization, the context in which the organization is
operating and the purpose of assessment.
6. Understanding the Functionality of Contemporary Organizational Learning
Strategy Design and Development
Organizational learning refers to the process by which knowledge is created, retained
and then transferred in an organizational set up. As an organization improves its operations
over time, it gains in experience. It is from this experience that knowledge is created or
generated by the organization. Organizational design refers to the step by step methods that
are undertaken for identifying the many dysfunctional aspects that are associated with work
flow, as well as procedures, systems and structures that realigns them in order to fit current
business goals and realities after which plans are developed for implementing the new
changes. 9
7. Understanding the Continuous Improvement Processes that are Associated with
Organizational Learning Strategy
The continuous improvement process refers to the process that is undertaken by a
company in order to ensure ongoing improvement in its products and services, or even
8 Shamir, Boas, and Galit Eilam-Shamir. "“What’s your story?” A life-stories approach to authentic leadership
development." Leadership Now: Reflections on the Legacy of Boas Shamir. Emerald Publishing Limited, 2018.
51-76.
9 Sosik, John J., and Dongil Jung. Full range leadership development: Pathways for people, profit, and planet.
Routledge, 2018.

6LEAD LEARNING STRATEGY AND IMPLEMENTATION
processes for that matter. Some of the continuous improvement processes that are
associated with organizational learning strategy are improvements that are undertaken in
terms of business strategies, improvements that are made in the domain of customer relations,
and improvements that are taken in employee and supplier relationships. In order to improve
processes at work, it is imperative to first streamline the work processes and then bringing
about improvements in work flow by assessing the entire organization from top to bottom.10
8. Understanding the Implementation Process of an Organization’s Learning
Strategy
The implementation of the learning strategy of an organization is something that requires
a number of important steps to be undertaken. The first step involves structuring the strategy
keeping in mind that this structure cannot be changed too often, the second step involves
being goal driven in focus, the third step for implementing the learning strategy of an
organization involves weighing short term goals with long term ones, the fourth step is to
assess needs of the organization, the fifth step involves adhering to all types of legislative
requirements and the fifth step involves placing the learner, in this case the organization right
at the center of the strategy. 11
9. Consultation and Communication Processes that are used in Organizations for
Supporting and Encouraging Educational Input into Policy and Development
Procedures and the list of Stakeholders that take part in the Learning Process
10Sosik, John J., and Dongil Jung. Full range leadership development: Pathways for people, profit, and planet.
Routledge, 2018.
11 Storey, John. "Changing theories of leadership and leadership development." Leadership in Organizations.
Routledge, 2016. 33-58

7LEAD LEARNING STRATEGY AND IMPLEMENTATION
The consultation and communication processes that are used in organizations for
supporting and encouraging educational input into policy and development procedures
include talking about relevant issues, listening to as well as raising concerns,
understanding the important role that is being played by the organization, seeking
information as well as sharing views, discussing issues in as timely a manner as possible,
considering what all is being said prior to any decision being made and attending
scheduled meetings. 12
The stakeholders who take part in the organizational learning process includes, managers
and employees and owners, all of who are internal stakeholders and external stakeholders
such as the clients of the organization or the customers of the products and services made
available in the market by the organization.
10. Understanding Authoritative Responsibilities and Parameters within an
Organization
Authoritative responsibilities and parameters that need to come into play within an
organization includes presiding over all important policies as well as processes, making
decisions without any input or participation by subordinates and directly supervising as
well as monitoring all subordinates. The implementation of authoritative responsibilities
goes a long way in ensuring that processes and procedures and even strategies of an
organization are those that are executed in the manner desired. Authoritative leadership is
needed if an organization is to grow and develop and achieve all of its goals in the best
12 Storey, John. "Changing theories of leadership and leadership development." Leadership in Organizations.
Routledge, 2016. 33-58

8LEAD LEARNING STRATEGY AND IMPLEMENTATION
way possible, without delays or glitches taking place that could otherwise set the
organization back.
11. Two Contemporary Approaches to Assessment Instrument and Strategy Design
Formative assessment and summative assessment are two important contemporary
approaches to assessment instrument and strategy design. Formative assessment refers to
the informal and formal procedures that are used for the modification of learning
activities while summative assessment is something that is carried out at the end of any
learning sequence and acknowledges records as well as reports on the achievement that is
made. Both approaches to assessment instrument and strategy design are known to be
quite effective and generate fruitful results as and when these are used. Information from
a formative assessment is something that is often needed for ensuring dependable
summative assessment.13
12. Quality Management Compliance Requirements in Organizational Learning
Some of the quality management compliance requirements that need to be looked into in
the organizational learning process include the defining of key performance indicators,
measurement of results, assigning accountability, simplifying and then automating.
Determination of the key performance indicators is the most important process of all when it
comes to quality management compliance in organizational learning, as these are the
parameters by which the effectiveness of business operations is going to be judged. The
process of quality management in organizational learning should involve customer focus and
leadership management. Customer needs must be well understood and unity of purpose and
13 Volz-Peacock, Mary, Bea Carson, and Michael Marquardt. "Action learning and leadership
development." Advances in Developing Human Resources 18.3 (2016): 318-333

9LEAD LEARNING STRATEGY AND IMPLEMENTATION
direction must be established by the organization’s leadership for creating as well as
maintaining an environment where every person who is working for the organization can
participate in the process of meeting the business goals and aspirations of the organization
rather than being left out of this entire process altogether.14
13. Identification of Location, Types as well Sources of Relevant Organizational
Documentation
Process documentation is something that organizational leadership can make use of
in order to identify the location, types as well as sources of relevant organizational
documentation. There are a number of computing packages that an organization can
make use of as well in order to determine the source of an organizational document as
well as its type and location. Cloud services for instance can be put to use in order to
identify a certain type of organizational document, the date when it was created and the
type of document that it is. 15
14 Walumbwa, Fred O., Chad A. Hartnell, and Everlyne Misati. "Does ethical leadership enhance group learning
behavior? Examining the mediating influence of group ethical conduct, justice climate, and peer
justice." Journal of Business Research 72 (2017): 14-23.
15 Volz-Peacock, Mary, Bea Carson, and Michael Marquardt. "Action learning and leadership
development." Advances in Developing Human Resources 18.3 (2016): 318-333

10LEAD LEARNING STRATEGY AND IMPLEMENTATION
Task 2 – Providing Leadership to Learning Strategy Formation
Part A
1. Meeting with Stakeholders - Instructional Designer, Instructors, Management,
Staff, Client and Agencies to Consult
A meeting was held with all the major stakeholders of PEC Consultants with the main
aim of this meeting being to identify areas of improvement in communication and developing
skills and expertise of workers at PEC Consultants in order for the RTO to respond to client
needs better. At present it is clear that people working for PEC Consultants lack the basic
skills that are needed in order to providing training in education and leadership and that
spoken and written skills need to be considerably improved in each and every employee
in order for the RTO to provide better services compared to what it is being able to at present.
While the management of PEC Consultants appears to be fairly efficient in the way that they
are running the RTO, this efficiency cannot be seen to compensate for the lack of skills and
expertise in trainers, who at present need to undergo rigorous training programs, in the
form of lectures and workshops in order to be well equipped with the skills that they need
to provide better training in the area of education and development. It is clear from the
meeting that clients are not happy with the quality of training that is currently being
provided by PEC Consultants and that immediate improvements need to be made in this
respect in order for PEC Consultants to regain its reputation in the market.
2. Identification of Two Models that can be Used to Approach the Matter of
Organizational Learning
Two organizational learning models that can be used in order to improve organizational
learning at PEC Consultants are Contracting and Positive Reframing. Contracting is a

11LEAD LEARNING STRATEGY AND IMPLEMENTATION
process that takes place between different pairs of participants in the learning process,
especially during an intervention that can help such pairs of participants consult or help each
other during post intervention tasks. The focus of contracting is to help participants to deal
constructively with their current situation. Contracting will prove to be useful for the situation
that PEC Consultants is presently in as it will help training professionals to confront the
communication issues that they are faced with and identify areas for improvement after
which it will become easier to provide them with professional training guidance and
development techniques. Positive reframing is another approach to organizational learning
that can be deployed when helping PEC Consultants to improve the quality of its training
services. Positive reframing implies looking for positive traits in highly negative behavior. It
can help a person in shifting easily from very negative behavior to very positive behavior.
Positive reframing can be used to identify the challenges that are currently being faced by the
trainers at PEC Consultants after which measures can be developed for overcoming such
challenges.
3. Review of Existing Policies and Procedures of an Organization Relevant to
Training and Assessment and Understanding the Weaknesses of the System
The existing policies and procedures of PEC Consultants when it comes to training and
assessment tend to focus a great deal on textbook knowledge with hardly any effort being
made to focus on conceptual learning. Training in education and development today is
something that is much more theoretical and conceptual than it used to be before, given that
the ultimate goal of such training and development is to place individuals in good jobs or
careers that can help them to earn a living. Yet PEC Consultants focuses much more bookish
knowledge when it imparts training and this is not something that is being well received at all
by the clients of this RTO. Weaknesses are also evident in the standard of training that is
provided to clients. The trainers are not fluent in English for the most part and lack basic

12LEAD LEARNING STRATEGY AND IMPLEMENTATION
grammar skills that are needed to ensure the provision of quality training. Trainers need to
brush up their language skills considerably and make their learning programs for clients far
more conceptual in nature in order for their training measures to be regarded as effective in
the long run. If the emphasis on bookish knowledge continues, the standard of training
provided by PEC Consultants will continue to deteriorate.
4. Appropriate Learning Strategies for PEC Consultants
4.1. Training and Development Policy
Training needs to be provided to the workers of PEC Consultants in order to help them
making the training and development process for clients a lot more creative and innovative
than what it is at the moment. A clear deviation needs to be made from the bookish
knowledge type of training that is currently being imparted to more conceptual and
innovative learning that will not only grasp the attention and the interest of those who are
being trained but will also prepare them better for a professional career.
4.2. Organization’s Existing Strategy
As mentioned earlier, the existing strategy of the organization is to focus a good deal on
bookish or textual knowledge when imparting training, something that does not appear to be
too effective for those who are at the receiving end of the training programs.
4.3. Technological Requirements needed for Learning Strategy
A few of the technological requirements that need to be in place in order for the workers
at PEC Consultants to be adequately trained in effective learning strategies are access to the
internet, equipment needed to carry out power point presentations such as laptop computers
and projectors, and the high quality audio visual equipment in order to make the learning
process for those who are being trained as fun and as interactive as possible.

13LEAD LEARNING STRATEGY AND IMPLEMENTATION
5. Alignment of Human Resources, Learning Requirements and Learning
Development Plans with the Overall Objectives of the Organization
PEC Consultants is an organization that is currently being served by as many as 20
training professionals in addition to members of the senior or higher management. All 20
training professionals will be subjected to intensive workshops and lectures that will provide
them with the latest techniques, skills and expertise that they need in order to be able to
impart conceptual advanced training to learners instead of focusing on bookish knowledge
and dated information all of the time. They will be taught all the tricks of the trade which
they can teach in turn, to those who are being trained by them, positioning their clients to be
far more effective on the professional front than they used to be before and thus providing
them with full value on the money that is being spent by stakeholders such as clients on the
training services.

14LEAD LEARNING STRATEGY AND IMPLEMENTATION
Task 3 – Implementation of Organizational Learning Strategy
Part A
1. Use of Organizational Assessment Methods and Assessment Tools that are
Consistent with Learning and Wider Operational Needs of PEC Consultants
The organizational capacity assessment tool will be made use of in order to assess the
current capacity of the organization, including its ability to use its resources effectively so
that it can achieve the goals and objectives of the organization. Key performance indicators
shall be established and the activities and the progress of the organization until date in
responding to client needs and requirements will be assessed in accordance with these key
performance indicators. The organization self assessment tool will also be utilized in order
to determine the success of the organization in meeting stakeholder requirements and
consequently identify all the areas where it is lagging behind.
2. Use of Learning Resources that are Compliant with National and International
Learning Industries
Some of the learning resources that will be used when providing the PEC Consultants
workers with training, and which are compliant with national and international learning
industries are the use of power point presentations, and electronic text books that can be
accessed by those who are taking part in the training program, over email. Power point
presentations will entail the use of several audio visual techniques and equipment that are
designed to make the learning process interesting for participants in the training program.
Hand outs and slide notes will also be made available to program participants so that they can
grasp all important concepts associated with the training process as quickly and as easily as
possible.

15LEAD LEARNING STRATEGY AND IMPLEMENTATION
3. Assessment Policies and Procedures for Operational Effectiveness
Some of the assessment policies and procedures that are going to be put in place for the
purpose of operational effectiveness include assessing whether enough workshops and
training sessions are organized in order to keep employees at the organization up to date with
the latest training methods and techniques that they should use when addressing the needs
and the requirements of their clients. Attempts will also be made to see if the training
workshops that are being conducted by the company are keeping employees a bit too
preoccupied with learning and development, not giving them sufficient time to address the
requirements of their clients as well as they could have had they had more free time at their
disposal or more work flexibility for that matter.
4. Email to PEC Consultants informing the company about New Learning
Strategies being taken to train Employees
To – [e-mail]
Subject – Implementation of New Learning Strategy at PEC Consultants
Dear Ron,
I hope this email finds you well. I am writing to let you know that new learning
strategies will be adopted at your organization to train your employees adequately in different
areas of leadership development and organizational learning. The meeting with stakeholders
that I conducted recently has helped me to identify all the areas of weakness that I need to be
focusing on in order to provide your team with the best possible guidance and expertise on
leadership training and development. I look forward to the journey ahead and I hope you do
too!

16LEAD LEARNING STRATEGY AND IMPLEMENTATION
With my thanks and Best wishes,
Mark
5. Email about Implementation of Organizational Learning Strategy Training
Program to Safe Work Australia
To –[e-mail]
Subject – Implementation of Organizational Learning Strategy Training Program
Dear John,
I am writing to you to let you soon that I will be conducting a training workshop very
soon on the subject of organizational learning and leadership learning for PEC Consultants
and I sincerely hope that such a program will be of huge benefit to your organization. I was
excited to receive Ron Mathews’ email two weeks ago asking me if I could conduct such a
training program and I am more than happy to let you know, since you are a client for the
company, now that I am now ready to take such a program at the PEC Consultants venue any
time within the next two weeks. The workshop will comprise of five or six intensive lectures
and a series of power point presentations that will be conducted through the use of advanced
audio visual aids. Questions will be taken at the end of every presentation in order to clarify
all doubts and queries that those attending the presentation may be faced with. I sincerely
hope that the training program turns out to be a success and that you at your end are still
eager to see it happen, as I firmly believe that such a program will be of benefit to you and
your organization.
With my best wishes
Mark

17LEAD LEARNING STRATEGY AND IMPLEMENTATION
6. Email about the Implementation of Organizational Training Strategy and
Program for PEC Consultants to Telstra, Vodafone and Optus
To – [e-mail], [e-mail],
[e-mail]
Subject – Implementation of Organizational Learning Training Strategy and Program for
PEC Consultants
To whom it may concern
I, Mark Smith, a training manager of repute, am delighted to let you , a client of PEC
Consultants, know, that I received an email from Ron Mathews last week about the
possibility of hosting a training and development program in leadership for PEC Consultants
and that I am more than glad to accept the invitation. As a passionate training and
development professional I tend to concentrate all of my efforts in the work that I do, leaving
no stone unturned to ensure that the recipients of my training program have been taught all
essential concepts and strategies that they can put to use effectively when they do their work.
I will also make extensive use of power point presentations and will use a number of audio
visual aids in order to make the learning process as interesting as possible for those who
attend my lectures and workshops. I would also like to let you know at this point that my
workshops and training sessions are not too long drawn out and are held for two hours at a
maximum on a single day in the week.
I do hope that I can help your organizations to benefit from my training and development
services and look forward to scheduling events with each of your organizations in the coming
weeks.
With my thanks and best wishes

18LEAD LEARNING STRATEGY AND IMPLEMENTATION
Mark Smith
Part B – Planning for 2020 – 2021
1. 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.
2. Review of Learning Tools
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.
3. 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.

19LEAD LEARNING STRATEGY AND IMPLEMENTATION
4. 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.
5. 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.
6. 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

20LEAD LEARNING STRATEGY AND IMPLEMENTATION
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.
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.
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.
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.

21LEAD LEARNING STRATEGY AND IMPLEMENTATION
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.

22LEAD LEARNING STRATEGY AND IMPLEMENTATION
Bibliography
Ardichvili, Alexandre, Kristina Natt och Dag, and Steven Manderscheid. "Leadership
development: Current and emerging models and practices." Advances in Developing Human
Resources 18.3 (2016): 275-285.
Goodway, Rebecca M., et al. "The Learning Co-op: a showcase of cooperative leadership to
provide a coherent model of student academic support." (2016).
Hilliard, Ann Toler. "Global Blended Learning Practices for Teaching and Learning,
Leadership and Professional Development." Journal of International Education
Research11.3 (2015): 179-188.
Komives, Susan R., and Wendy Wagner, eds. Leadership for a better world: Understanding
the social change model of leadership development. John Wiley & Sons, 2016
Murphy, Susan Elaine, and Stefanie K. Johnson. "Leadership and leader developmental self‐
efficacy: Their role in enhancing leader development efforts." New directions for student
leadership 2016.149 (2016): 73-84
Rigby, Jessica G., et al. "Leadership Development Through Design and Experimentation:
Learning in a Research–Practice Partnership." Journal of Research on Leadership
Education13.3 (2018): 316-339.
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