Kuulas & Co

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Strategic capabilities

A strategic learning operating model that links competence development to strategy — and makes renewal an everyday practice.

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In working life, it is no longer enough to know something — what matters more is the ability to learn and renew. Responsibility for learning is shifting from management to individuals, which requires competence management to move towards steering the structures and processes that enable agile, self-directed learning.

Designing a strategic learning operating model is a process in which an organisation's competence development measures and learning leadership tools are linked to strategy and distilled into a practical operating model.

How the operating model is built

  1. /01

    Starting points

    The work begins with design principles built on the organisation's current state and target state.

  2. /02

    A shared direction

    What do we think about learning? Why does it matter to us? Defining a shared direction and shaping a learning vision.

  3. /03

    Designing structures and processes

    What does achieving the learning vision require of us? Linking strategy and competence development practices by defining strategic capabilities and capability maps, and identifying and designing existing and needed ways of working.

  4. /04

    Relevant ways to renew

    Updating and renewing ways of working in competence management and development practices at team and individual level.

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    Implementation

    Implementing competence management and development tools and processes as part of learning and competence management in teams.

What this delivers

  • —A way of working that anticipates future competence needs
  • —Impactful, goal-oriented learning
  • —Competence that meets strategic goals
  • —Professionals who are satisfied with their work

What needs to change in your organisation?

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