Repositioning L&D Teams
Shaping the Future of L&D
As part of the final series of 'Shaping the Future of L&D', we've gathered the latest insights and research into Repositioning L&D Teams.
We interviewed the following thought leaders to gather their opinions.
Learning and Development Director at Kairos Modern Learning
Independant Consultant at Myles Runham Digital & Learning
Learning Technology Consultant at Virtual College
Repositioning L&D Teams
L&D leaders often face a misperception from other departments that traditionally view L&D as order takers of training requests. However, they must enhance their strategic influence through living their organisational values, aligning better cross-functionally, using business analytics, and elevating strategic performance management.
Creating a Learning Culture
To create a learning culture, businesses need to recognise the difference between skills and behaviours. Define the behaviours you want and the behaviours you don't want and design your culture to produce those results. It also means using Blended Learning to maximise options. Face to face learning allows hands on application and collaboration whereas e-Learning offers flexibility and empowers people to learn at their own pace. Combine the two to effectively achieve your learning objectives.
The Benefit of Involving Learners
Involving learners can actively encourage responsibility. It is expected that individuals need to take more responsibility for their own personal development plans but only 44% of learning leaders are proactively encouraging them to do this.
Source: 'The Transformation Journey 2019'
Linking Learning to Marketing
Today, marketing and L&D departments share the same side of the table, both searching for ideal engagement strategies. Because L&D professionals and marketers have similar goals, they can adopt each other's tools. In other words, L&D specialists have a wealth of possibilities waiting for them in the world of digital content marketing.
For more information on the future of learning and development get in touch today.
- Organisations need to create the right environment for learning. Do staff have permission to learn?
- L&D need to care about the overall organisation’s goals and the organisation needs to care about L&D goals.
Speak to all the stakeholders within the business and really understand stakeholder engagement
- L&D needs to communicate with the wider business about the problems they are facing.
- The L&D teams skill sets need to shift to performance based.
- We need to move towards solving problems rather than creating. We need a consulting mindset and focus on using evidence on what’s not working.
- L&D need to have a good relationship with influencers and seniors within the business.
Focus on your learners and where they are failing. Have a problem solving mindset
- You don’t need to focus on the cleverest learning design. Instead focus on the outcomes.
- L&D teams to continuously re-invent themselves.
- We need to challenge perceptions of L&D teams from order takers to performance consultants by creating internal PR campaigns and communication strategies to relaunch as performance consultants.
Learning and Development needs to become the performance team
- There is a need to change perceptions of learning. L&D teams need to understand that they may have limitations and can improve.
- We need to think about L&D from the learner's perspective and really understand what they need support in.
- Learners should feel involved in the programme.
As part of our latest series, we spoke to industry leaders about the future of learning and development. Subscribe to our YouTube channel and follow us on LinkedIn and Twitter to be the first to see our latest interviews.
Don't miss out on the other topics already discussed in this series. If you haven't caught up yet watch them here.
Virtual College 2019