Towards Maturity have been publishing impartial data surrounding L&D for over a decade, and its research has been an invaluable resource for the learning community. Earlier this year, Towards Maturity took this data and created The Transformation Curve, a game-changing industry model of maturity made up of four stages L&D departments need to go through in order to reach success.
Time has flown by since the report was launched in January 2018, and I think a lot of us are wondering how many in L&D have taken the research on board, and are starting to apply The Transformation Curve to their learning strategy? And, if so, what does it mean for the future of learning and development?
So, I have done some digging on what the future of L&D would look like if everyone in learning takes on board this data and research, and progresses to the final of stage of maturity.
The straightforward answer is aligning learning and development with the business. The report shows us that organisations in stage four of their journey are in the top 10% of the Towards Maturity Index (TMI) as businesses and learning leaders are now sharing responsibility for how their organisation learns and adapts. They have created a culture which allows the organisation to continuously change and grow, meeting current and future needs.
But really, the benefits would go much deeper than this. The business, the learner, and, of course the L&D professional, each have a lot to gain from trusting the Towards Maturity data and embracing The Transformation Curve.
Businesses at this stage will really reap the benefits of learning interventions. Businesses already at this stage report three times as much growth, productivity and profitability and four times as much transformation as the other organisations in the benchmarking process. And that’s not all. They are also three times more likely to achieve business outcomes than those in the bottom quartile.
The research shows that learners at this stage are much more connected with the business as 91% clearly understand how their job contributes to their organisation’s overall objective. This understanding will have a significant contribution to the learner’s sense of purpose within the organisation, which can increase loyalty and overall happiness.
Learners will also benefit from more opportunities as high performing L&D departments lead to more learning and skills development opportunities for their people.
The L&D professional
L&D professionals who have led their organisations through to the final stage of maturity are now fully in sync with every part of the organisation and have achieved some fantastic results for the business.
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I really think The Transformation Curve is groundbreaking for learning and development – it’s the first time a clear path to success has been laid out and, if we embrace it, could truly transform L&D for the better.
If you want to find out how you can apply The Transformation Curve to your organisation, my recent whitepaper 'The Future of Learning' sets out some tips and approaches to help get you started on your transformation journey.
Stephanie Morgan FLPI, Director of Learning Solutions, Bray Leino Learning
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