CERTIFIED LEARNING STRATEGIST PROGRAM – Phase 1, Part 2 (Organizational Competencies)

Categories Learning & Development

Course Prerequisite(s)

Please note that this course has the following prerequisites which must be completed before it can be accessed
CERTIFIED LEARNING STRATEGIST PROGRAM – Phase 1, Part 1 (Professional Competencies)

Performance Skills consisting of Organizational Performance, Workforce Performance and Performance Consulting
Modeling Skills consisting of Talent Structure Modeling, Organizational Design and Effectiveness and Change Management
Development Skills consisting of Outcome-Based Learning Construction, Learning Engagement and Neuroscience Applications
Delivery Skills consisting of Learning and Performance Convergence, Data Integrity and Advanced Analytics and Technology Leadership
An Addendum is also presented providing insight on AI Applications

Course Curriculum

PERFORMANCE SKILL: Organizational Performance

Goals for Organization Performance
Key Business Objectives
Identify the Talent Requirements Needed to Achieve the Business Objectives
Create a Set of Competency and Skill Maps that Link to Talent Requirements
PERFORMANCE SKILL: Organizational Performance

PERFORMANCE SKILL: Workplace Performance

PERFORMANCE SKILL: Performance Consulting

MODELING SKILL: Talent Structure Modeling

MODELING SKILL: Organization Design and Effectiveness

MODELING SKILL: Change Management

DEVELOPMENT SKILL: Outcome-Based Learning Construction

DEVELOPMENT SKILL: Learner Engagement

DEVELOPMENT SKILL: Neuroscience Application

DELIVERY SKILL: Learning and Performance Convergence

DELIVERY SKILL: Data Integrity and Advanced Analytics

DELIVERY SKILL: Technology Leadership

ADDENDUM: AI Applications
As businesses navigate an ever-evolving landscape, the integration of AI technologies plays a pivotal role in enhancing the efficiency and effectiveness of employee training, ensuring a skilled and adaptable workforce.

Personalized Learning Paths
Real-Time Performance Monitoring
Intelligent Content Recommendation Systems
Virtual Reality (VR) and Augmented Reality (AR) in Training
Chatbots for Instant Support
Predictive Analytics for Skills Gap Analysis
Employing Machine Learning Algorithms
Machine Learning Algorithms for Predicting Future Training Needs
Recommender Systems for Suggesting Relevant Team-Building Activities
Predictive Analytics for Forecasting the Demand for Specific Tech Skills
AI Applications

Free

Free access this course

Last Updated

01/08/2025
Enrollment validity

Enrollment validity: Lifetime
Certificate

Certificate of completion

CLS Resource Guide
Brandon Hall Group™ Releases Future-Focused “HCM Outlook 2024” Report (Industry Perspective)
Performance Development: A Framework for Success (Industry Perspective)
Building the Business Case for Demonstrating the Business Value of L&D (Business Builder)
Building the Business Case for Next-Generation Learning Technology (Business Builder)
How to Elevate Learning with Innovative Data Use (eBook)
Three Strategies to Mobilize Learning Teams to Adapt to AI (eBook)
Learning Management Systems: Voice of the Customer (Research Summary)
Core Learning and Development Priorities (Research Snapshot)
Extended Enterprise Learning Becomes a Key Part of L&D (Research Summary)
Learning Performance Convergence Model (Tool)
Organizational Self-Assessment on Experiential Learning and Skills Validation (Tool to Use)
Self-Assessment Tool: Personalized Learning
Enabling Elite Performance (Research Data Highlights)
2023 Learning and Development Benchmarking Study (Research Data Highlights)
How L&D Can Lead Organizational Success in the Future of Work (Research Note)
Are Your Employees Learning Anything? Insights from Experts (Research Note)
How to Move to Skills-Based Employee Development (Strategy Brief)
UBS GWM Learning Team — Let’s Grow Together: Best Learning Team (Case Study)
WEX’s Thrive as a VP: Best Unique or Innovative Learning and Development Program (Case Study)
Clock In, App Up — Kroger Fresh Training in the Flow of Work (Case Study)
Avaya: Best Use of Video (Case Study)
KORDSA’s ‘Mentoring and Coaching as a Mindset’: Best Advance in Coaching and Mentoring (Case Study)
HSBC’s Design Studio Project-Based Design Thinking Journey: Best Results of a Learning Program (Case Study)
Wells Fargo Emergency Response and Violence-Free Workplace Training: Best Use of Games or Simulations (Case Study)
Walmart Associate to Driver Program: Best Unique or Innovative Learning and Development Program (Case Study)
Syneos Health’s Driving Career Development: Best Advance in Competencies and Skill Development (Case Study)
Scotiabank’s LESP (Learning Evaluation Sustainment Program): Best Advance in Learning Measurement (Case Study)
Paylocity’s LEAD — An Exploration Into Leadership: Best Hybrid Learning Program

You must complete each section before moving on to the next.
You may pause/exit at any time and pick up right where you left off the next time you sign in.
Phase 1 - Parts 1 and 2 -- must be completed before moving onto Phase 2.
Correct answers and insights will be provided to you throughout each quiz.
You may always return to that section to re-review your answer choices and the insights provided, at any time.
Be sure to review all of the related material for both Parts 1 and 2 of Phase 1
You must pass each quiz with a minimum score of 75%. You have 3 attempts to meet this minimum score. If you do not successfully complete the quiz after 3 attempts, you may reach out to us at [email protected] to reset your quiz attempts.
Once you successfully meet these criteria, you will move onto Phase 2.

About Course

Every learning strategist needs to develop a comprehensive set of competencies that builds broad capabilities to develop and execute strategic plans and solutions that impact business outcomes. Developing these competencies enables a strategist to play a meaningful role in supporting their employees and better serve their customers, communities, stakeholders and society.
The learning competencies leverage Brandon Hall Group’s more than 30 years of expertise in the industry as the preeminent research and analyst firm in the human capital management space. The competencies have been vetted through a rigorous and continuous quantitative and qualitative research effort into all areas of human capital management.

There are two competency groups. One group focuses on individual professional competencies of the learning strategist and the other group focuses on the competencies the strategist will need to support organization objectives. Each group has defined skills that serve as the building blocks to mastering the group. In Phase 1, Part 2, we will focus on 12 Professional Competencies.

CERTIFIED LEARNING STRATEGIST PROGRAM – Phase 1, Part 2 (Organizational Competencies)

Course Prerequisite(s)

What I will learn?

Course Curriculum

PERFORMANCE SKILL: Organizational Performance

Goals for Organization Performance

Key Business Objectives

Identify the Talent Requirements Needed to Achieve the Business Objectives

Create a Set of Competency and Skill Maps that Link to Talent Requirements

PERFORMANCE SKILL: Organizational Performance

PERFORMANCE SKILL: Workplace Performance

Goals for Workforce Performance

Aligning Learning Initiatives with Organizational Goals

Assessing Performance Gaps

Designing Effective Learning Solutions

Evaluating the Impact of Learning on Performance

PERFORMANCE SKILL: Workplace Performance

PERFORMANCE SKILL: Performance Consulting

Introduction to Performance Consulting

Identify the Business Goal and Analyze the Performance Problem

Design the Interventions and Monitor Performance and Iterate as Needed

Summary

PERFORMANCE SKILL: Performance Consulting

MODELING SKILL: Talent Structure Modeling

Elements of Talent Structure Modeling

Identifying Skills and Measuring Existing Skills

Addressing Gaps

Summary

MODELING SKILL: Talent Structure Modeling

MODELING SKILL: Organization Design and Effectiveness

Elements of Organization Design and Effectiveness

Identify the Impact of Technology and Other Internal and External Factors

Identify Changes to Current Roles / Job Families and the Need for New Roles / Job Families

Assess the Impact of New Employee Structures on the Need to Develop New Learning Strategies

MODELING SKILL: Organizational Design and Development

MODELING SKILL: Change Management

Elements of Change Management

Maintain a Focus on Desired Business Outcomes

Create a Detailed Change Management Plan

Consider the Unique Business Conditions and Industry Specifics

Leading Communication and Execution of Change Management Plans at All Organizational Levels

MODELING SKILL: Change Management

DEVELOPMENT SKILL: Outcome-Based Learning Construction

Elements of Outcome-Based Learning Construction

Alignment of Outcomes

Identification of Metrics

Creating for Impact

Summary

DEVELOPMENT SKILL: Outcome-Based Learning Construction

DEVELOPMENT SKILL: Learner Engagement

Learner Motivation

Relevant, Accessible, Attractive Content

How Organizations Use Learning Modalities

DEVELOPMENT SKILL: Learner Engagement

DEVELOPMENT SKILL: Neuroscience Application

Elements of Neuroscience Application

Neurocognitive Science

Modern Learning Constructionist Theory

Forgetting Factors

Summary

DEVELOPMENT SKILL: Neuroscience Application

DELIVERY SKILL: Learning and Performance Convergence

Elements of Learning and Performance Convergence

Identifying Outcomes

Creating the Right Learning Experience

DELIVERY SKILL: Learning and Performance Convergence

DELIVERY SKILL: Data Integrity and Advanced Analytics

Elements of Data Integrity and Advanced Analytics

Knowledge of Advanced Analytical Techniques

Determining Steps to Implement Insights from Data Analysis

Formulating and Maintaining a Robust Data Governance Model

DELIVERY SKILL: Data Integrity and Advanced Analytics

DELIVERY SKILL: Technology Leadership

Introduction to Technology Leadership

Facing the Hard Truth and Changing the Paradigm

Building a Process for Success

DELIVERY SKILL: Technology Leadership

ADDENDUM: AI Applications As businesses navigate an ever-evolving landscape, the integration of AI technologies plays a pivotal role in enhancing the efficiency and effectiveness of employee training, ensuring a skilled and adaptable workforce.

Personalized Learning Paths

Real-Time Performance Monitoring

ADDENDUM: AI Applications
As businesses navigate an ever-evolving landscape, the integration of AI technologies plays a pivotal role in enhancing the efficiency and effectiveness of employee training, ensuring a skilled and adaptable workforce.