An astonishing 71% of HR professionals acknowledge that their employees do not have the skills they need to perform in their jobs.* In this presentation, Lawrence M. Miller guides us on how to avoid this gap by developing a lean learning system that is actionable, scalable and connected to your company's mission and culture. Lawrence M. Miller is the author of eight books on management and leadership and consultant to major corporations on creating high performing cultures, including American Express, Coca-Cola, Toyota and more. For more information, contact business@udemy.com. *The State of Corporate Training Programs in America, A Udemy Report

1. 4 Steps to Building a Lean
Learning System
April 7, 2015

2. Lawrence M. Miller
• Forty years helping companies improve
performance.
• Author of ten books on leadership, lean and
change management.
• Implemented change in more than 100
companies.
• Website: www.ManagementMeditations.com

3. Forbes’ Research on
Corporate Training
“All our research on corporate talent
shows that global leadership gaps
continue to be the most pressing issues
on the minds of business and HR
leaders. As Millennials take on more
responsibility, companies need to build
leadership skills at all levels and in all
geographies around the world.”
3

4. Market or
Positioning Strategy
without a Strategy to
Build and Align
Culture and
Capabilities is Mere
Strategic “Wishing”

5. Too many corporations are relying
on the old “send them to me and I
will fix them” mental model of
training.
• Training is often siloed from operations
• Operating managers do not take
ownership for improvement in behavior
and culture
• Managers don’t link skill acquisition to
improving operating performance and
strategy.
The Problem

6. • Training that is linked to strategic
understanding of culture and capabilities.
• Fostering team learning – operating
teams learning together.
• Building action-learning models that
integrate action and demonstration of
new behavior as integral to the learning
process.
• Infusing coaching and accountability.
FPO
The Solution

7. 7
Creating a System of Learning

8. Step 1: Learn – Acquire Knowledge
Provides structured, accessible, cost
efficient knowledge acquisition.
• Reduce of cost of travel time
• Lifetime access to learn at team determined
pace
• Learning includes defined group action steps
and commitments
8

9. Step 2: Do – Action Learning to Practice New Behavior
Practice may be individual or team.
• Cultures only change through group action.
• Performance improves when team develops
the skills of continuous improvement,
experimentation, and problem solving.
9

10. 10

11. 11

12. Step 3: Study – To Reflect on Actions
The purpose of coaching is to provide
feedback and assist in reflection on
learning and actions.
• Coaches guide, encourage, and problem
solve with the learner and team.
12

13. 13
Coaching is Essential to Leadership Development

14. Step 4: Act – Reinforce and Standardize
Too often new behavior is abandoned
and the culture reverts to old ways in
the absence of accountability and
reinforcement.
14

15. 15

16. Conclusion

17. 17
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18. 18
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19. 19

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