Uncovering the ITO training strategy trend

The Learning and Development (L&D) space is often considered a front-runner for experimental tactics and innovative strategies. Now, as we near closer to 2023, a ‘new’ approach has started to appear, designed to transform a workplace from a team of learners, to one that learns as a team.

The Individual, Team and Organisation (ITO) trend has grown in popularity this year, so much so that its hot on the radar for Learning and Development (L&D) teams as an area of focus for 2023 planning.

But what this strategy is exactly, and how it’s different to what we’ve seen before, is something we’re keen to investigate.

Let’s start now.

What is an ITO strategy?

The ITO training model is designed to encourage learners to become the best version of themselves within their organisational roles.

It’s a strategy split into the following 3 areas:

Individual learning focus: where L&D deep dive into the personal development of each employee. These training courses are designed to get everyone to learn separately, allowing them to choose how, what, when and where they want to learn.

Team learning focus: where managers are essential in supporting and encouraging employees. This is the basic framework of leading by example; in other words, when a manager strongly engages in workplace learning and is visible in doing so, then the entire team or department will automatically follow suit.

Organisation learning focus: where the core values, current topics and internal projects of an organisation are prioritised. This focus works by highlighting exactly what’s important within an organisation, and pinpoints how all employees can contribute towards its success.

And by executing these 3 focusses in balance, this allows L&D teams to approach learning through a new lens, uncovering different approaches to training which empower togetherness, community and a complete learning culture for an entire business.

What makes an ITO training strategy different?

ITO strategies are so effective because the development goals it sets are achievable for everyone within an organisation, across all levels of employment.

They work by providing L&D teams with a step-by-step plan of action to help them successfully integrate all employees into a new learning culture, whether that be by offering individually tailored career development plans, team-based workshops or organisational projects.

For example, research from Leftronic shows that 75% of employees would do a training course if it was recommended by their manager, as this clearly signals that manager is personally invested in effectively upskilling their team. Likewise, if it were the opposite, where a manager showed zero interest in personal development, then how could they expect their teams to spend time on it?

This is the mindset to take when adopting an ITO strategy – it’s about overall organisational buy-in, and a shift in company culture.

In an ITO model, all teams including L&D, HR, individuals and business leaders work together to understand the core values and needs of the organisation and how learning links to achieving those goals, instead of ‘rolling out training’ through fear of losing good staff.

Why are ITO strategies important?

Recent research from GoodHabitz shows that 89% of employees want to embark on some kind of personal career development, and a Training Zone report also highlighted that 74% of employees said they were proud to work for their organisation after seeing them invest in their career progression. What’s more, employees have even said that they were more likely to go that extra mile for their company because of that investment.

This clearly highlights that it’s more important than ever for companies to invest in employee career development, identify upskilling opportunities and ensure that their learning is all encompassing.

It strengthens the loyalty that a business has to its employees, and vice versa, building better relationships and engaging everyone as a complete community of learners. As a result, this means less disruption, less time spent recruiting and training new staff and better business performance.

What’s not to love?

ITO strategies are here to stay

Following the upheavals of the great resignation, retaining talented employees is a key priority for all L&D teams. But according to the Chartered Institute of Personnel and Development (CPID), simply making people aware of workplace learning opportunities alone, will only engage up to a third of employees, and instead, strategies need to take a much more rounded approach.

With this, ITO training strategies will continue to trend in the L&D space, as they are designed to offer employees the best possible learning from all angles by encouraging and empowering them to achieve their personal career goals.

By adopting this framework, embedding a business-wide learning culture is not only achievable, but also structured, bought-into and ultimately, wanted.

Supporting and sustaining your ITO training strategy

With everything from customised learning management systems to bespoke virtual learning environments, we completely understand that each business is different when it comes to achieving their L&D goals

That’s why here at BuildEmpire, we can design and build the perfect learning system to fit all your L&D needs, and will be there for ongoing hosting, maintenance and support to ensure you and your learners are always getting the most out of your learning platform, saving you time and money in the long run.

To find out more, get in touch.

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