In today’s fast-paced world, Learning and Development (L&D) departments are no longer just support functions - they are strategic drivers of organisational success. But how can L&D leaders elevate their impact and ensure learning initiatives deliver tangible business outcomes?
I came across AG Lafley and Roger Martin’s Playing to Win strategy framework when I was working on a strategy formulation project for a client. Originally designed for corporate strategy, this strategy formulation methodology can also be used aligning the learning function with broader organisational strategy. Here’s how you can apply it to your L&D strategy:
A ‘Winning Aspiration’ for the learning strategy starts with alignment to the organisational strategy and with a clear and compelling statement.
For example, the organisational strategy is, "Delivering unique cutting-edge solutions and exceptional service through an innovation and customer-centricity."
This aspiration aims to leverage innovative practices and customer focus by staying ahead of the competition and exceeding customer expectations.
For L&D, this could mean creating a vision such as: “To foster a culture of continuous learning that empowers employees to develop an innovative and customer-centered mindset and practices.”
This aspiration goes beyond delivering training. It positions the learning function as a central enabler of fostering an innovative and customer focused mindset and practices in order to deliver unique and exceptional service to the customers.
Once the aspiration is defined, deliberate choices must follow on ‘Where to Play?’
Identifying where learning efforts will have the greatest impact involves assessing the audience, focus areas, and delivery channels. Will your priority be onboarding new hires, building leadership pipelines, or addressing competency and skill gaps in specific departments? For example, from the learning strategy, the core organisational competencies focusing on innovation and customer service. The L&D might prioritize learning initiatives and training programmes that enhance employees' the ability to innovate in agile environments and delivering exceptional customer service.
Next, to create real value, the learning department must identify ‘How to win?’
This could involve adopting innovative methodologies such as workplace learning, gamification, microlearning, or immersive simulations. Leveraging technology to deliver personalized learning pathways, or blending virtual and in-person experiences, can ensure training meets organisation and learner needs. Imagine, for instance, a scenario-based program that uses virtual reality to immerse leaders in complex decision-making challenges. Such an approach not only enhances engagement but also accelerates skill development in critical areas.
Achieving these goals requires the right ‘Core Capabilities’. The L&D team must invest in instructional design expertise, robust learning management systems (LMS), and data analytics to track and refine outcomes.
Collaborate with internal and external partners, enables L&D to build scalable and tailored learning solutions that deliver measurable results.
Finally, aligning learning initiatives with business objectives requires effective ‘Management Systems’ A strong management systems ensure your strategy stays on track.
Set clear KPIs, such as training completion rates, learner satisfaction scores, and business outcomes like improved productivity or reduced turnover. Regular reviews and feedback loops will help refine your approach and maintain alignment with organisational priorities.
When L&D embraces the Playing to Win framework, it evolves from a reactive function to a proactive partner in organisational success. This approach ensures learning initiatives are tightly aligned with business goals and designed to create measurable, sustainable impact. In a world where continuous learning is essential, adopting a strategic mindset is the key to staying ahead.
Are you ready to make your L&D function a truly competitive advantage? How is your organisation transforming its learning strategy?
Share your thoughts or connect with me to explore how the Playing to Win framework can reshape your L&D initiatives.
For more insights check out other blog posts on how performance management training can help in performance conversations.