Learning Architecture

What is it?

A learning architecture is a design or framework for a system of developmental activities and interventions. Its purpose is to help organizations use learning and education as levers to accomplish their business goals. A learning architecture can inform the process of talent management and help with filling the leadership pipeline. 

The architecture answers these questions:

  • Who is to be developed? – Any groups of individuals within an organization who are subject to developmental activities:  senior leadership; mid-level managers, front-line managers, high potentials, others, or all of the above
  • What do they need to know, do and believe differently?  – Individual and organizational capabilities needed to attain the organization’s objectives
  • How will it be accomplished? – Programs, job rotations, coaching, stretch assignments, etc 

An up-to-date learning architecture helps eliminate redundancies and identify critical gaps in capabilities.  It can optimize spending of time and money, and ensure that development is directly tied to business outcomes.

How can Duke CE Help?

The exact process for developing a new learning architecture or reassessing/revising an existing one will vary depending on client needs, but six steps are typically involved.

  1. Understand the Context – What business pressures does the organization face? What is its strategy? What organizational capabilities are needed to execute the strategy? What are its values?
  2. Clarify Scope and Priorities – What are the guiding principles, mandate, scope, and team for this Learning Architecture project?
  3. Inform and Align on Destination – What will learning architecture look like for this organization? What will each of us (client and Duke CE) bring to the table in a thought partnership to reach that destination? Are we aligned around the work to be done?
  4. Evaluate What Exists – Which current offerings and approaches are strategic and important now? Which are focused on the desired destination? What is working and what isn’t? What is right for this culture? What are the areas of leverage?
  5. Recommend Solution – What needs to be changed? What needs to be added or bolstered?  What needs to be cut or replaced? Craft a learning architecture and, as desired, a phased approach to implementing it.
  6. Measure Result – What specific measures can gauge the impact of the recommendations once implemented? What business and behavioral changes are expected?

Creating a learning architecture can help develop the capabilities of internal learning and development teams.  While Duke CE can do all the work, our preferred model is  to create a project team where we work side-by-side in partnership with our  clients so that once the initial architecture is created; internal staff know the process and can keep the architecture up-to-date as strategic priorities change.  Thus a one-time investment can have long lasting impact in creating a sustainable learning culture within your organization.