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Three Pillars of Corporate Learning

For corporate learning to be a part of a company’s strategy, it can’t exist only as a group of training events or activities, a quick reaction to requests from stakeholders, or a catalog of courses and programs. Rather, all initiatives in a corporation should be organized and categorized in a way that fulfills the ultimate purpose – strategy development and execution.

A good framework for corporate learning is based on the three pillars: Development Programs, Thought Leadership and Insights, and Advisory Services.

Three Pillars of Corporate Learning

●     Thought Leadership and Insights

This category is rapidly becoming the most critical factor in the learning agenda of global corporations. It includes new resources, information, and tools – gathered from research, experiences, and best practices – across all topic areas. Here’s how to include it in the organization.

Meetings – Gatherings of people are a great way to introduce almost any topic and corporate learning very quickly. Conferences, forums, summits, roundtables and interview panels are all ways that companies introduce participants to management and operations topics.

Content Development – Benchmarks are tools that can be used to organize data for

learning. A great method to deliver content is benchmarking, which means aspiring to a standard of excellence.

Sourcing – Distributing content through in-person conferences is highly valuable and can often get to fairly large audiences. However, for the best accessibility, an asynchronous distribution would be even better.

“Learning portals” can include content for the whole team and are good for showcasing thought leadership content.

Development Programs

These kinds of learning initiatives are most similar to traditional corporate training. However, stand-alone trainings are not an effective structure. What is needed are organized trainings for targeted populations.

Cohort – Every corporation has a network of distinct employee communities inside its general structure. Since the shared values of these groups can have a great impact on the effectiveness of any corporation, development programs that address these values can strengthen performance.

High Potential – For the company’s rising stars, customized development is necessary to prepare them for their increased future responsibility

Targeted – As new priorities and business needs come up, specific development programs are necessary to address them. For example, after a merger or acquisition, cultural integration training can address practices like procedural norms and communication styles.

Advisory Services

Advisory services are usually performed one-on-one or in small groups and resemble more of a consultative methodology instead of a teaching approach. This is especially useful for customizing individual plans, gathering data, and setting up ongoing implementation as employees face new situations that require support.

Assessment – In order to find out what skills a particular team needs, a variety of diagnostics are necessary. Learning managers should work closely with Human Resources managers to perform the assessment, address any gaps, and find solutions. Assessment tactics are also needed for succession planning and career development for the best performers in the company.

Mentoring – Mentoring is another great tool of advisory services that help organizations to develop and retain staff, and also for the development of new employees.

Discover the best way to promote corporate learning, consistently connect with your leadership team, and predictably turn them into highly engaged employees. Call me for some complimentary advice. Book an appointment at or call me at +1 (604) 943-0800.


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Inscape Consulting Group
Greg Nichvalodoff, BSc. BM (Honors), MBA, PCC, CMC
Office: 604.943.0800
Mobile: 604.831.4734