Successful learners are the ultimate outcome of any training course, but that objective is not always reflected in the strategies and goals companies set for their training initiatives.
A crucial aspect of the role of learning leaders is the ability to develop an L&D plan that builds employee capabilities to support organizational goals while fostering a positive culture for talent development and retention.
It’s easy to fall into the trap of planning before agreeing upon a desired outcome. Trainers are particularly susceptible to this pitfall, because they are often comfortable with last-minute requests and pride themselves on being nimble and responsive.
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.
If your employees’ performance needs to improve, it will help if learners are on the same page and have a clear picture of what they should aim for. That’s why a critical part of the learning program design process is to set effective goals.