Share & Learn Good Practice


Share & Learn Good Practice

A place to share good practice, tools, techniques and other related L&D governance. The aim of the group is to provide ideas and support to any L&D team looking to benchmark their progress and improve what they do and how they do it.

Members: 228
Latest Activity: Feb 7


By provided a space to share and collaborate, network members can learn new processes, methods, develop existing ones and enhance the quality of the learning and development we all provide. There are lots of benchmarking tools and organisations that can provide guidance on your journey to exemplary / world class and this group could support that journey.

If you are interested or think this would be of benefit to you, your team or organisation, feel free to join and contribute.


Discussion Forum

Online Learning Communities

Started by Mike Collins Sep 21, 2014. 0 Replies

Hi everyone,It's been a little while since I've popped in and shared something but I hope everyone is doing well.I've been working on a big project at DPG since the start of the year moving our…Continue

Tags: Communities of Practice, Online Communities, Communities

What's been happening?

Started by Mike Collins Feb 17, 2013. 0 Replies

Hi everyoneThere hasn't been a great deal of activity in this group recently.I've changed roles and left RBS now to head up community development, online learning and social media management at…Continue

Tags: learning, new, role, jobs, experiences

What matters most?

Started by Mike Collins May 31, 2012. 0 Replies

I've been hearing the phrase "what matters most" for a while... I think as budgets shrink and resource gets tighter we've seen a  much more strategic view in and around learning & HR toadd as…Continue

Tags: HR, strategy, value-add, L&D, priorities

Social Media to help collaboration / learning - are you doing anything in this space ?

Started by Mike Collins. Last reply by Mike Collins Dec 29, 2011. 6 Replies

I know there is a group on social learning but I'm interesting in hearing from members of this group who have plans to or are using socia media or collaborative platforms to support learning or to…Continue

Tags: collaboration, enterprise, social

Professional Development Policy

Started by Khalid. Last reply by Khalid Dec 13, 2011. 3 Replies

Hi Everyone, I have been asked to re-write our CPD Policy.  The current policy is permeated by 'training' and this is something that I would like to address by recasting with a distinct 'learning'…Continue

Ideal development for learning designers

Started by Damian Farrell. Last reply by Damian Farrell Oct 24, 2011. 4 Replies

I am currently thinking about the development of my design team and wonder if anyone has any guide as to courses/curriculum that would be suitable for a design team with mixed ability and has not had…Continue

Tags: graphic, design, E-learning

Learning Skills Conf 2011 or #lsg11uk

Started by Mike Collins Jun 16, 2011. 0 Replies

Hi everyone, Like some of you I have just returned from the LSG conference that was held @Olympia on Tuesday. I really enjoyed the day and met up with people that I have been tweeting with over the…Continue

Tags: sharing, #lsg11uk, conference

Good practice regarding accessibility in e-learning

Started by Dave Brown. Last reply by Lesley Price May 19, 2011. 2 Replies

Hi All Does anyone have any quick and dirty guidelines to the issues surrounding accessibility? i.e. ideal screen resolution, provision of training 'transcript', etc. I'm thinking particularly of the…Continue

LSG2010 Group Meeting: Share & Learn Good Practice

Started by Andrew McNeill. Last reply by Mike Collins May 5, 2011. 3 Replies

(this time posted to the right place!)Thanks to everyone who attended the 'sharing good practice' meeting yesterday.  As the majority were, like me, attending to find out more about it, I hope it was…Continue

Benchmarking - chance to share and learn?

Started by Mike Collins. Last reply by Mike Collins Apr 8, 2011. 2 Replies

Hi everyone,Hope you're all well. This group has been going for some time and it's fantastic to see new members joining all the time. I really hope you have benefited from some discussions and shared…Continue

Tags: learning, sharing, benchmarking

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Comment by Rick Tomlin on April 29, 2009 at 11:31
L&D is typically seen as a support function or overhead that is usually buried in HR/HRD without the authority to make an impact on the business performance. After all we're only a cost centre, right?
Thankfully our organisation has seen the light and sees L&D as an enabler to increase profitability, performance and customer satisfaction. We employ the account management and best practice analysis already mentioned below. We are arranged with a central focus but with input from geographically located and responsible teams so we tick most of the right boxes. I'm not suggesting we have it right since we are still going through the change to this new mode of operation but I feel we are on the right path.
The biggest improvement is that we are now a business unit in our own right and report directly into the executive board. One of the major issues we are tackling right now is how to bring a mindset change to the organisation away from seeing development needs as training needs. We promote the 70/20/10 approach to learning but it seems that the only people to truly understand the concept are the learning professionals.
We are also attempting to improve the targeting of the L&D by understanding the competences needed by job roles, by measuring the current state of our people and targeting the gaps. By doing this we improve the cost efficiency we provide to the company.
There is a lot of hard work still to do but, for a learning professional, these are exciting times.
Comment by Karyn Romeis on April 29, 2009 at 11:09
Charles's article is excellent and he makes a very good point. If we are to survive as a concept at all, we need to align ourselves with the org's vision, goals, etc. etc. Everything we do needs to address those or we will not be able to persuade he-who-signs-the-cheque that we are relevant.

L&D needs to have a relationship with key stakeholders in the business, so that conversations can happen along the lines of: where are wer achieving our goals as an organisation? Where are we not? Why is this so? What should/could people do differently to change that? These are the key questions to serve as a springboard to effective learning resources.

The problem comes in for those who, as individuals, can't endorse the company's stance on a particular point for whatever reason. In a stronger job market, I'd say such a person needs to find another job. In this job market... well it's a tough call!
Comment by Charles Jennings on April 29, 2009 at 10:56
Without being blatantly self-promoting, an article of mine focusing on what L&D departments need to do to remain relevant was published by HRzone and TrainingZone earlier this week. There may be something of interest relating to this discussion topic in it:

'Stop Talking Learning, Start Talking Business'

Comment by Mike Collins on April 29, 2009 at 10:53
We also have adopted something similar and taken a project management approach to our learning requests. Our team of design and development consultants would engage our stakeholders within the business and actually contract with them, so the overall training plan in terms of content, media, delivery and evaluation is set at the outset. Karyn your absolutely right it is imperative to carry out post delivery meetings and we use these opportunites to identify any continuous improvements which are then agreed as an on-going programme by our team.
Comment by Simon on April 29, 2009 at 10:45
We're developing an 'internal account management' approach (not that we'll be able to call it that). This demonstrates our collaborative approach and understanding of what the business or business units are trying to achieve and exactly what HRD/L&D is doing to support their people in pursuit of their straegic goals - all aligned to the corporate goals. The 'account plan' generates a consultative discussion with stakeholders as to what they are doing/not doing with/to help their people acheive the goals they're setting themselves.

Totally agree with Karyn's comment regarding the bneed for a candid de-brief after projects - if ongoing 'what are we doing well/not so well' sessions can be built into the planning process and run at regular intervals it can improve the quality of a programme outcome
Comment by Karyn Romeis on April 29, 2009 at 10:35
In my view, it is critical that an L&D department should not be bogged down in a numbers game. Whatever other provisions are put in place, every effort should be made to keep the passion and enthusiasm alive. With KPIs that focus on numbers to the exclusion of all else, you very quickly find yourself with a team that just goes though the motions.

I would also suggest that a percentage of the team's time and budget should be spent on exploring new tools, emerging thinking, different technologies, etc. Not simply in the interests of chasing after the flavour of the month, but in order to ensure that the tools and approaches that are used are a matter of informed choice.

A 'lessons learned' session at the end of each project can be useful, too - especially if you have a large enough team that not everyone works on every project. However, this requires an ethos of openness. Acknowledging that you would do a thing differently if you were to get a 'do over' takes a level of candour not rewarded/supported in every org's culture.
Comment by Donald H Taylor on April 29, 2009 at 9:40
There has already been some interesting comment in this thread by Mike. I'm sure that there are plenty of other resources out there. If you've used any method for understanding what a good L&D department looks like, please share it here!

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