New vs. Aspiring

  One challenge people trying to innovate in the learning space can get hung up on is finding capacity for “Aspiring” programs. Programs for people new in role have clear business impact. Aspiring, not so much. 

However, the solution is simple - just like reducing a fraction. If you have a new-to-role program (leader, engineer, logistics, whatever), it is exactly the same enablement needed by aspiring people. The goal is the same - to equip people to perform the role at the minimum acceptable level. 

The only difference is training on systems or processes that should only be accessed or applied by people in role (for instance, aspiring leaders can learn coaching, but only new leaders should learn about PIP.). 

The biggest roadblock will be training material that is so expensive it can only be offered to people in role. I try to preempt that by selecting accessible enablement at all times - it hurts me when people are locked out of being able to better themselves. In those cases, you will need to look at the possibilities of creating open access “junior” versions.