Learning and development is a lot like advertising; both are often the first department to be scaled back or eliminated during budget cuts. Sadly, it looks like another “belt-tightening” is headed this way in the next year or two.
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As leaders in learning and development, we are continually tasked with influencing others. Sales might have a bad rap, but it is misunderstood. The sales profession has mastered the skills and strategies necessary to influence people.
Having a partner can help learning organizations prove their value in the business and change the perception of simply being a cost center.
In order to align your goals to support the whole organization, let’s start with the understanding that every organization can be divided into two types of functions: core functions and support functions.
Being “people people”, L&D professionals tend not to have huge egos that crave constant approval from others. Rather, they express concerns that their hard work hardly rates a “thank you” from senior managers.
Learning leaders need to engage with executives with the understanding that they may believe in the value of training, but nothing else is guaranteed.
Whether we want to be the creator and driver of an organization’s vision or we want to be behind-the-scenes - everyone wants a seat at the table.