HomeLeadershipFramework: Building cross-location and cross-level learning relationships

Framework: Building cross-location and cross-level learning relationships

  • 7 Min Read

This framework guides senior HR leaders in cultivating effective cross-location and cross-level learning relationships within their organizations. With an emphasis on adaptive learning, strategic alignment, and measurable outcomes, it provides a structured approach to foster organizational growth

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How can senior HR leaders effectively implement cross-location and cross-level learning relationships to spur organizational growth? As workplaces become increasingly interconnected yet geographically dispersed, the importance of these learning relationships comes to the fore.

This framework offers HR executives actionable steps to assess readiness, identify objectives, facilitate communication, and monitor progress, all while keeping the focus on alignment with organizational goals and outcomes.

1. Assessing the readiness and willingness of leaders

Value of assessing readiness

Are your organizational leaders open to cross-location and cross-level learning relationships? Gauging the mindset and availability of your leaders for participating in these relationships is the first consideration. It’s essential not just for the success of the program, but also for its long-term sustainability. A lack of commitment from leadership layers could mean a premature end to even the most well-intentioned plans for cross-location and cross-level communication and learning.

Guiding principles

  • Mindset assessment: Evaluate the readiness of each leader through one-on-one conversations or targeted surveys.
  • Time availability: Assess whether leaders have the bandwidth to commit to a meaningful cross-level or cross-location learning relationship.
  • Stakeholders to engage: HR Managers, Department Heads, C-Suite Executives

Strategic considerations

  • Leadership inventory: Create a comprehensive list of leaders who are both willing and able to participate, which will serve as the basis for pairing and learning plan development.
  • Communication of purpose: Clearly articulate the value proposition of these relationships to ensure buy-in from potential participants.

The next layer

To set the foundation for this endeavor, you might run initial pilot tests involving a select group of leaders with a keen interest. These pilots serve dual purposes: they allow you to test the framework’s efficacy and to identify and tackle potential barriers to participation. Through these pilot tests, you can also collect valuable feedback that will aid in refining your overall engagement strategy.

2. Identifying cross-location and cross-level learning objectives and expectations

Value of identifying learning objectives

What are the learning objectives for each leader, and how can they be aligned with the broader organizational goals? Clearly outlining the learning objectives for each leader is pivotal for setting the direction of the learning relationships. It aids in crafting development plans that are beneficial at an individual level and add value to the organization. Knowing the ‘why’ and ‘what’ behind these relationships ensures that they are purpose-driven and results-oriented.

Guiding principles

  • Objective clarity: Specify the learning objectives for each leader, which may range from skill development to strategic thinking.
  • Outcome alignment: Ensure these objectives are in harmony with organizational strategies and key performance indicators.
  • Stakeholders to engage: L&D teams, Department Heads, Strategy Officers

Strategic considerations

  • Documentation: Incorporate the defined objectives and expectations into Individual Development Plans (IDPs), serving as a contractual basis for the learning relationship.
  • Accountability mechanisms: Implement tracking methods such as progress dashboards or periodic reviews to keep participants accountable to their defined objectives.

The next layer

Establish a robust framework for regular check-ins and updates on the set objectives. These touchpoints are not just accountability measures but are also opportunities to re-align and re-calibrate the objectives based on the insights gained during the relationship.

3. Facilitating cross-location and cross-level learning communication and collaboration

Value of facilitating communication_ Cross-location and cross-level learning framework

How will effective communication and collaboration be guaranteed across different layers and locations of the organization? Establishing clear communication channels is essential for the exchange of valuable insights and knowledge. Whether through technology platforms or structured meetings, these channels help eliminate barriers that often plague cross-level and cross-location relationships.

Guiding principles

  • Communication clarity: Initiate clear and consistent channels for communication to facilitate the exchange of knowledge and insights.
  • Collaborative ethos: Create a culture that encourages open dialogue and knowledge sharing
  • Stakeholders to engage: Communication Teams, IT Departments, and External Vendors for collaboration tools

Strategic considerations

  • Tool selection: Employ an array of communication tools designed for varying types of interactions – from video conferencing for in-depth discussions to instant messaging for quick updates.
  • Meeting cadence: Establish a consistent rhythm of formal and informal meetings to ensure that no individual is left out of the loop and to make space for spontaneous collaboration.

The next layer

In addition to equipping teams with the right tools and platforms, training programs could be introduced to enhance communication skills and collaborative competencies. These can be customized to address the unique challenges faced in cross-location and cross-level relationships, thereby nurturing a truly collaborative environment.

4. Developing a structured learning plan

Value of structured learning_ Cross-location and cross-level learning framework

What does a detailed learning plan entail for each leader, and what types of resources are required for effective implementation? Crafting a well-thought-out learning plan is vital for sustained development and achieving the set objectives. The plan should identify the necessary resources, be they mentorship arrangements, training programs, or experiential learning setups, and provide a clear timeline for milestones.

Guiding principles

  • Resource identification: Specify the types of resources needed, such as mentorship programs, workshops, or e-learning courses.
  • Holistic approach: Incorporate a blend of learning methodologies, such as on-the-job training, virtual sessions, and face-to-face interactions, to provide a comprehensive learning experience.
  • Stakeholders to engage: Learning & Development Teams, External Training Providers, Mentors and Coaches

Strategic considerations

  • Timeline creation: Construct a comprehensive timeline that outlines the sequence of learning activities, accompanied by milestones and deadlines.
  • Resource allocation: Ascertain that all necessary materials, human resources, and financial provisions are in place for the effective execution of the learning plan.

The next layer

Beyond the formal structure of the learning plan, consider mechanisms for ad hoc learning opportunities. Encourage peer-to-peer learning and set up internal knowledge-sharing platforms to facilitate this. Additionally, consider the adoption of analytics tools to track the progress and effectiveness of the learning programs in real-time.

5. Monitoring and evaluating progress

Value of continuous improvement_ Cross-location and cross-level learning framework

How will you consistently track and assess the impact of these cross-location and cross-level learning relationships? Regular evaluation is a strategic imperative. This ensures that all involved parties are progressing as intended and makes it possible to pivot where necessary.

Guiding principles

  • Feedback collection: Regularly obtain feedback from all participating leaders as well as from those who interact with them.
  • Data-driven evaluation: Use KPIs and performance metrics to quantify the effectiveness of the learning relationships.
  • Stakeholders to engage: Data Analytics Team, Leadership Team, External Consultants

Strategic considerations

  • Feedback loops: Implement an automated system for feedback collection and analysis to enable real-time adjustments.
  • Scheduled reviews: Designate specific checkpoints for a thorough review of the learning plan’s effectiveness, making data-driven adjustments as needed.

The next layer

Regularly reviewing progress involves more than looking at quantitative metrics; it also requires a nuanced understanding of qualitative changes within the organization, such as improved leadership qualities or enhanced collaboration skills. The insights gathered should feed back into the learning plan, driving continuous improvement and refinement.

Future focus: Sustaining and scaling cross-location and cross-level learning relationships

Sustaining and scaling these learning relationships is a critical task for HR and L&D leaders. Emerging technologies, especially in the area of remote and hybrid work, will have a significant influence on how these relationships develop. The introduction of more nuanced metrics, both quantitative and qualitative, will become increasingly important for understanding their true impact.

HR leaders will confront new challenges and opportunities that could reshape the way cross-location and cross-level learning relationships are managed. Whether it’s the adoption of emerging technologies or the evolution of performance metrics, these elements will shape the future of leadership development. Keep up-to-date with in-depth insights and real-world examples on HRD Connect.

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