As L&D professionals, we need to respond to digital disruption. This response requires that we align L&D to business and learner needs, which means ensuring that there is a clear line of sight between L&D and organizational performance.
Tag: performance consulting
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Congratulations! You’ve convinced senior leadership to sign off on a central learning strategy. Now, how will you make sure the strategy is aligned with local business needs?
There are some simple ways to gain a full 360-view of your client’s situation to create and deliver an impactful training solution. The secret is to conduct a thorough needs analysis. Here are five tips to consider.
Have you heard the word “coachsulting” and wondered, “What buzzword will people come up with next?” You’re not alone! The term is new and refers to people who have skills of both consultant and coach.
Regardless of the form of the request, the most important predictor of your solution’s success or failure has nothing to do with the training itself. It’s how you manage the initial contracting for the engagement.
There’s been a revival of discussion lately on popular forums, including LinkedIn, about the relevance of learning and development as a business entity within a company. Many L&D professionals lament they have been reduced to “order-taking."
Learning leaders often act as performance consultants to stakeholders in their organizations, and consulting is one of the key competencies in the Training Manager Competency Model™.
By completing a training needs analysis, you can identify the performance gap and figure out if training is the right solution.
Collecting a few key pieces of data before meeting with a stakeholder can help drive a faster, more productive conversation and elevate L&D from order-takers to trusted advisers, delivering quality and impact.
Too often, companies automatically choose training rather than tackling the issue underlying the perceived need to train. It’s not easy, but deciding first what the core issue is can make a big difference.