How do we bring about real behavioural change? Are we treating tools as just tools — or relying on them as the sole solution?

At [eureka], we recommend this 3-step process:

1. Start with business goals.
   Clarify the goals your organisation has set. Assess what resources and knowledge you already have — and what you still need. This applies to both hard skills and capabilities.
   
   
   

2. Explore the market.
   Identify the tools that support your goals. Decide whether everyone needs the same ones, or whether segmentation by group or topic makes sense. Understand your colleagues’ development needs and interests.
   
   
   

3. Select your tools and build your strategy.
   Once you know what to develop and why, choose your tools. Ask your team what they’ve tried, what worked, and what they’d explore. Then, link and align your programmes. Selecting partners and implementing programmes will be part of the execution phase.

Learning and development is a huge field for any organisation — and it’s key to motivating and retaining high performers. It’s also essential for growth and competitiveness.

That’s why last year we launched the Learning & Development Snapshot, a research project exploring how different organisations approach this area. This year, it’s back.