Scaling development programmes

How to sustain a successful development programme through times of change

Why a scalable development programme is critical

Don’t let development become stagnant. A growing organisation (or an ever-changing world of work) means shifting goals and altering needs – all things your development programme needs to be able to keep up with.

Research shows great development programmes can help foster engagement in employees, make them feel valued and increase their performance and productivity. And once a successful development programme has been established, it’s tempting to just let the programme run itself. But as your organisation grows or you go through some type of change, your development programme may no longer be meeting the needs of your employees and your organisational goals.

As organisations experience change, challenges with collaboration and communication are often faced. New teams may be established. Job roles may be altered. The way in which people work may be disrupted. Having a development programme that can scale with you through these challenges is critical.


Our top 5 tips for scaling your development programme

    Be deliberate

    Decide exactly what you need from your development programme. What do you need it to accomplish? Are you starting with just one section of your organisation, or do you need the programme to encompass all roles and levels immediately?

    Make development consistent and relevant

    You can’t take a one-size-fits-all approach to development. How do you have clarity, consistency and continuity across all job roles within your development programme while also ensuring the programme is relevant to each individual? Some organisations start with leadership development, but then want to eventually expand the programme to include development for employees at all levels. A scalable development programme allows you to do that.

    Create a comprehensive and flexible competency framework

    To ensure consistency in your development programme across job levels and roles, make sure you have a comprehensive competency framework that informs development for all. This means individual competencies like resilience and communication have the same definition and are measured in the same way for employees at different levels. And when flexibility and configurability is built into this framework, scaling your development efforts is easier than ever.

    Make learning personalised and easy

    While you might identify six competencies required for a particular role, not everyone will need development in the same areas. Personalise learning based on which competencies need improvement, by individual. And make sure learning is accessible, convenient and consumable for everyone. Wherever and whenever they learn the best.

    Adjust to changes

    Big external workforce changes – like the major shift to remote work over the past few years – show how ready you need to be for the next disruption. Make sure your development programme is flexible enough to carry you and your employees through whatever comes next.


Proven expertise in creating and delivering development programmes that are scalable

  • An integrated development solution successfully rolled out to over 300 sales, finance and leadership employees worldwide

    Scalable, high-impact virtual development boosters

    How Malvern Panalytical partnered with Talogy to deliver integrated development solutions to a wide range of employees, driving lasting change and boosting engagement.

    Read more
  • Business is exceeding all growth targets and is on track to achieve the digital strategy

    Enabling transformation through top team development

    How first direct partnered with Talogy to create a bespoke development programme to help its leadership team establish new and effective ways of leading and working together

    Read more

We were excited to utilise the AIM Blended Learning Solution System as the ‘capstone’ of our global safety leadership development process. We found real value in developing personalised learning journeys that are tailored to each individual’s unique skills gap, while providing our leaders valuable self-awareness and soft skills to improve safety. The one-on-one mentoring session videos and reinforcement webinars are particularly impactful for our leadership.

Todd Shingleton

Corporate Vice President, Environment, Health & Safety

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