Upon completion of this course, participants will be able to:

• Develop a strategic roadmap for shifting the organization from a reactive to a continuous learning culture.
• Master the coaching process and utilize it to drive continuous employee development and performance improvement.
• Facilitate the creation and ongoing management of high-quality **Individual Development Plans (IDPs)** and career goals.
• Apply the principles of empowerment: providing autonomy, clarity, resources, and psychological safety for employees.
• Implement self-directed and just-in-time learning models (e.g., **LXP, Microlearning**) across the organization.
• Develop and utilize non-monetary rewards, recognition, and public acknowledgment to reinforce developmental behaviors.
• Lead discussions that transform errors and failures into powerful, non-judgmental learning opportunities.
• Measure the impact of continuous development efforts on employee engagement, retention, and time-to-competency.

• All Managers and Supervisors responsible for employee coaching and development
• HR Leaders and Directors of Talent Management and **L&D**
• Organizational Development and Change Management Specialists
• High-Potential Employees seeking to drive their own growth

• Group exercises developing a high-quality **Individual Development Plan (IDP)** for a target role using a competency model.
• Role-playing scenarios practicing the **GROW** coaching model on a developmental challenge.
• Workshops on designing a non-monetary recognition and reward program to reinforce learning behaviors.
• Case studies analyzing organizational successes in implementing highly autonomous and empowered work teams.
• Individual exercises developing a communication plan to roll out a new self-directed learning resource (**LXP**).

Unit 1: The Strategic imperative for Continuous Learning

• Defining the shift to a continuous learning culture and its link to organizational agility and innovation
• The leader's role as a coach and facilitator of growth, rather than simply a director of tasks
• Understanding the psychological benefits of autonomy and empowerment on employee motivation and retention
• Strategies for creating a culture of psychological safety where errors are viewed as learning data

Unit 2: Individual Development Planning and Coaching

• Mastering the creation of high-quality **Individual Development Plans (IDPs)** that link current role, competencies, and career goals
• The GROW coaching model and its application to routine performance and developmental discussions
• Techniques for utilizing 360-degree feedback and competency assessments to diagnose developmental needs
• Empowering employees to own their **IDP** and drive their self-directed learning path

Unit 3: Empowerment and Autonomy in Action

• Defining the boundaries and levels of employee autonomy and decision-making authority for empowerment
• Strategies for managing risk while giving up control (developing clear operational standards and resources)
• Techniques for using delegation as a developmental and trust-building tool effectively
• The leader's role in removing roadblocks and providing the resources needed for autonomous work

Unit 4: Tools and Systems for Continuous Learning

• Implementing self-directed learning systems: utilizing **LXP** and curated external content resources
• The strategic use of **Microlearning** and knowledge-sharing platforms for just-in-time performance support
• Techniques for fostering peer-to-peer learning, mentoring, and internal social learning networks
• Integrating continuous feedback loops with talent management and goal-setting technology (**HRIS**)

Unit 5: Reinforcement and Measurement of Impact

• Strategies for non-monetary rewards, recognition, and public acknowledgment that reinforce development and risk-taking
• Developing metrics to measure continuous development impact (e.g., **IDP** completion, internal mobility, learning velocity)
• Leading learning review sessions that focus on 'what we learned' rather than 'who to blame' after failure
• Developing a communication strategy to consistently reinforce the value of continuous learning and growth