We're often asked how clients use our learning. Every organization is different and every leader has a different vision. But they all have a common goal; to grow their team and their organization. Here are some of our favorite examples of how to use SiriusDecisions Learning effectively.
Target the Skills Gaps
Some clients come to us knowing exactly what skills their teams need to work on. Others know that their team needs to learn and be certified, but are not sure where to start. When leaders need to understand what courses would work best for their gaps, we have their teams take our individual skills assessment. After completing a skills assessment, each individual will be able to see which courses align to their needs and view a demo of those courses. The teams can then meet to discuss where their skills gaps were overlapping and create a team curriculum based on the results.
Pair SiriusDecisions Learning with Advisory Services for an Integrated Solution
No leader is an island; if you are a leader who is already using SiriusDecisions Advisory services, how will your team be able to implement and take action on the frameworks and best practices you're using? Learning allows your teams to make that intelligence actionable while leaders work with SiriusDecisions analysts to plan initiatives. Using a fully integrated SiriusDecisions solution puts you on the fast track to successful growth.
Gamify Your Learning Initiative
Gamification is a hot topic in e-learning right now. But it doesn't have to be complicated, and with us, it doesn't require you to purchase any fancy software solution. All you need to do is work with SiriusDecisions Learning to develop a curriculum that aligns to your business goals. Once we have that curriculum set, your leadership will decide on what the team prize will be. Prizes and bonuses incentivize your team to complete the learning and apply the learning. You'll break your learners into teams of 3 or more (depending on the number of total users) and then it's off to the races! We'll schedule leader reports to you and you can watch the progress happen. Some clients make their gamification initiative two fold: one prize for being the team that completes the curriculum first, another prize for being the team that best proves application of the learning.
Delegate, Delegate, Delegate
If you're a leader with a large number of business goals within your marketing organization, you may have several directors or lower level managers who have teams in need of upskilling. Our learning tokens provide a great deal of flexibility in this arena. You can buy a large number of learning tokens and then transfer them in smaller numbers to each manager. That manager can then transfer them to each of their team members, creating a sub-curriculum that they are able to monitor.
We always encourage our clients to choose courses based on skills gaps or business goals for the year. If you want to take a more flexible approach to your program, you can buy a large number of tokens to start and then roll them out strategically aligned with your year's business goals. For example, leaders can choose three courses to offer each quarter, allow a week for sign up, then kickoff the first cohort with a internal schedule of deadlines to ensure completion at the end of the quarter. When the quarter is complete, each class cohort meets on a webinar to discuss the course content and ask questions. At the beginning of the next quarter, a new round of classes is offered.