Towards Maturity supports those who are responsible for delivering effective learning in the workplace, at whatever stage of your journey.
Our effective practice benchmarking activities have shown that organisations mature in the use of technology perform better in the areas of business agility, efficiency, employee engagement and general business impact.
Our aim is to help organisations grow and learn by taking part our formal Towards Maturity Benchmark and to benchmark informally through our wide selection of case studies and employer stories.
The Towards Maturity Model
Over the years, we have identified 6 work streams of effective practices which collectively entwine to help improve learning technology innovation and impact in the work place. These 6 work streams, known as the Towards Maturity Model, form the basis of our underlying benchmark process and are constantly reviewed and recallibrated with each benchmark study.
We have provided an overview of the model below, together with links to some examples of measurable activities that improve business impact of learning technologies at work. These links will take you to relevant case studies, research and updates in this area.
To find out how you compare with your peers, go to our Benchmark Centre and complete your benchmark today.
You can benchmark at any time, you are brand new to e-learning it helps you create a baseline but we also have tips for getting started
6 strands of activities | Why are these important in delivering impact? | What types of activities are included? |
Defining Need | Mature organisations are more likely to align learning to business strategy, ensure that programmes are relevant to both business and individual requirements | Regardless of sector, size of implementation mature implementation formulate a range of strategies to help define need. |
Learner context | Mature organisations are likely to have a greater focus on understanding the context of the learner, their motivations and environment | Understanding the learner context requires a fresh look on learner motivation, opportunities for informal learning, work life balance and opportunities to use new technologies for learning |
Work context | What are the work environment factors that might influence success? What needs to be changed? How to go about it? | Does the organisation have appropriate infrastructure? How does culture influence success and how can you involve managers more successfully? Where does learning fit into the overall approach to talent management? |
Building capability | Mature organisations target the changing needs of their learning and development professionals to ensure that they are to be equipped with the right skills, resources and reputation to effect change. | Cabability of L&D professionals will include areas such as blended learning, learner support, content ( custom, building it quickly, generic content) know what free tools are available, how to build collaboration and deliver assessment
|
Ensuring engagement | Mature organisations have proactive strategies for involving critical stakeholders who influence behaviour change. | This strand has a focus on learner engagement and building activities linked to marketing and managing change. |
Demonstrating value | Mature organisations will be proactive in identifying the value their learning technologies are adding to their organisation. | On this site we have examples of organisations showing improved productivity and organisational benefits. |
If anyone is interested in using this model within their own organisation, please contact Towards Maturity for details of licensing arrangements.
