Organisational learning

Internal learning paths for a continuous learning organisation


Streamlining your organisational learning – 5 framing questions

  1. What kind of knowledge does your organisation need, to realise its business objectives? Within the dynamic context of its specific business environment?
    • Now and in the future?
    • For what target audiences?
    • With what desired benefits?
  2. How should its knowledge and skills be transferred to employees?
  3. How can it organise the exchange of critical knowledge, including reinforcing the desired culture and corporate citizenship?
  4. How can it organise the creation of new knowledge?
  5. Which organisational conditions are needed to facilitate knowledge creation, exchange and transfer?

Before acting, we will establish the answers to these questions together.


Streamlining your organisational learning – 3 conceptual levels

At what stage is your organisational learning today? What is its key objective in the short, medium and long-term? Our grid proposes three levels. It can help you to position your activities and ambitions. The role of Krauthammer is to act as your sparring partner, to help you optimise your activities and reach your ambitions.

 

Operational stage

Tactical stage

Strategic stage

Learning centre as…

School

College

Academy

Function

Training department

Training department/knowledge exchange platform

Knowledge factory/innovation centre

Key role

Structuring training programmes

Linking training to firm’s strategy

Creating strategic knowledge base

Key objective

Efficiency

Corporate citizenship

Competitive advantage (securing, creating)

Relationship to strategy

Indirect and reactive

Direct and reactive

Direct and proactive

Main activities

Bundling corporate education activities

Making knowledge productive, deriving corporate learning from strategy

Shaping and realising strategy through learning and research

 


Assuring your organisational learning - 3 steps to success

Once your organisational learning needs are framed, using the questions above, we can translate these into the design, transfer and roll-out of your customised solution. We suggest three stages of co-creation. Design, transfer/facilitation and rollout/deployment. 

1
Design
The learning path with a blend of interventions for establishing the future mindset, skill set and toolset

 2
Transfer/facilitate
Train the trainer programmes, qualification and quality assurance

 3
Roll-out and deploy
Programme delivery, coaching, localisation  and (international) roll out
  • Design framework setting (context, competencies, roles, etc)
  • Learning path
  • Transfer/application process & objectives
  • Blend of interventions, best practice modules
  • Sustainability measures
  • Scenarios and business cases
  • Programme material
  • Team coordination
    • Co-creation team
    • Modus Operandi
    • Internal faculty
    • External faculty
    • Mgt/ project group
  • Dry runs/ quality gate planning
  • Train the trainer programmes
  • Information packs
    • Scenario
    • Manuals
    • Slide packs
    • Customised material
    • Client cases
    • Co-designed modules
  • Investment-cost breakdown
  • Management information

 
  • Implementation plan
    • Big Bang
    • Gradual
    • Pilot/dry run
  • Krauthammer / faculty facilitator and quality checks
    • Trainers
    • Coaches
    • Other roles
  • External faculty coordination   & training
    • Sub contractors
    • Partners
    • Alumni
  • Project management and management information
  • Learning solutions for    standard questions
  • Identify improvement opportunities/change projects

All assured through Krauthammer University

 


Krauthammer University, founded 1971– the platform for knowledge transfer, exchange and co-creation

  • Boarding - new colleagues, initial education
  • Developing - our strategy, people, quality assurance
  • Exchanging - with specialists, strategic partners, clients

Lifelong learning lies at the heart of Krauthammer’s culture. 10% of our turnover is devoted to our own permanent education. Krauthammer University is your guarantee of international design and delivery above norm. Our seal of quality to maximise your return on investment.


Business case

StoraEnso – bringing a sales academy to life
As part of wider efforts to create a more performance-oriented culture, StoraEnso decided to improve the sales capabilities of StoraEnso Timer – its wood products division. Programmes were needed for Sales Managers and Market Area Directors worldwide.

The objectives? To create a common sales language, to improve sales capabilities and offer valuable development opportunities. After tailor-made analyses of user group needs, Krauthammer designed the first modules for the Academy. It then assembled an international team of trainers. They were selected for their fit with StoraEnso’s culture and their English-language proficiency. To ensure consistency and regular feedback, the trainers and StoraEnso representatives would meet every few months at Krauthammer University, the company’s own internal training and development facility. Some 60 Sales Managers and 13 Market Area Directors were trained. The programmes were delivered in Japan, Australia, Austria, Germany, Sweden, Estonia, Latvia, France and the UK.

Read the full case study.

Want to know more? Download the full brochure.

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Client case

Creating the Warner Way of Selling
The purpose of the programme was to create a Warner Way of Selling that all commercial staff could identify with, embrace, put into practice and maintain in order to improve collective and individual performance...

Research

Capturing organisational identity
Who are we? Are we the same people we were yesterday? How different are we from others? Questions surrounding an organisation’s identity become very relevant in turbulent times.

Video

See video
Video "Realignment conversation"

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