As a learning and development (L&D) leader, you’ve been asked to play a part in the culture change that needs to take place in your organization. But what’s your role? Where do you fit, and what should you do?
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Topic: Strategy, Alignment and Planning
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The evolution of skills is top of mind for professionals in every industry. Adapting to rapid change has become not only a business imperative but also a demand that motivates learning and development strategies.
The organizations that succeed in the modern world are the ones that put on a great performance in the fullest sense of the word — the ones that delight their audiences. Every great performance has an idea behind it.
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.
Your ability as a professional is judged by the decisions you make. When making important business decisions, risk is a constant factor. Unfortunately, many businesses maintain a culture where failure is not tolerated, causing many employees to fear it.
Imagine, at the end of a day of training, knowing you were impactful, the attendees had new actions to take, and they left with the confidence they could take those actions. That is the definition of a satisfied trainer.
By showcasing the ROI of L&D and, in turn, proving its value as a function within the organization, internal champions can help learning leaders gain the executive support and buy-in they need to deliver learning initiatives that drive change.
Failure has negative connotations that are often linked to fear and anxiety — which is a shame, because failure itself has unlimited potential to help us grow. It is through failure and making mistakes that we can discover novel and creative ideas.
Our conversation about change and alignment started in June 2017, shortly after Dina became head of corporate training and development at Kuwait National Petroleum Company (KNPC), one of the world’s largest oil refiners.
The wrong answers to the right question result in team frustration. Many team building efforts and programs are focused on trying to engage and hold the attention of participants who wish they were somewhere else.