Without a solid strategy to fall back on, training designers can lose sight of the strategy for how their content supports learners and the organization. But, while I think a strategy is required, I don’t think it has to be too complex. (I’ve seen many T&D teams get bogged down by creating the strategy to the point that they can’t move forward to do the work.)
The core question your strategy must answer is: how does our content support employees in delivering on organizational objectives? To answer this question, I recommend building a learning strategy around the four stages of the employee lifecycle: recruit, onboard, develop, and separate. Read more in my post published at eLearning Brothers.