Jeffrey, you may have already considered this in the ‘Context’ element, but usually developing a workplace learning strategy will start with understanding (and aligning with) organizational objectives, performance objectives/expectations, and any root causes of existing performance issues. A major error that many Learning professionals make is to think ‘learning’ (inputs) rather than ‘desired performance’ (outputs) at the start. Unless you have absolute clarity of expected outcomes – that that invariably requires engagement with senior stakeholders – then it’s almost impossible to design an effective solution as you’re shooting in the dark. Organizational culture is critical.
I’ve seen many well-intentioned initiatives end up in dust because workforce expectations and culture were not taken into account. Understanding organizational expectations and any cultural/contextual constraints will impact decisions – and make them easier – once you get down to the ‘how?’