Continuing the conversation around common challenges L&D pros face, we’re exploring the topic of people and how they have a large impact on the success and ability of your learning and development programs. L&D pros are often challenged with limited budgets, small teams, and an overall gap in demonstrating return on investment (ROI). To tackle these challenges L&D must focus on and demonstrate business impact. When it comes to the people involved in L&D projects, that can be a real challenge.
Challenge 1: Getting employees to make time for L&D
Making time for training can be a chore. Busy employees are more concerned about accomplishing their short-term goals than they often are in their long-term development. This is a common issue that everyone in the L&D industry is familiar with, so it shouldn’t come as a surprise to you to hear that it’s a problem that needs to be addressed. Usually, the best way to address it is from a cultural view.
If you build the type of workplace culture that encourages and rewards employees for making L&D a priority, then they will make it a priority. Provide the incentives and support your L&D program needs to do well in the wild. And turn to corporate leadership to set a good example for their staff when it comes to making professional development and safety trainings an obvious priority for the company as a whole, from the top all the way on down.
Challenge 2: Getting executive buy-in
Executives do a lot to set the tone of a business in terms of the workplace culture and brand reputation. This is especially true for the learning and development programs that succeed within that environment. But sometimes getting that executive support is easier said than done. The key to gathering stakeholder buy-in is communication of value. By focusing on the importance of specific L&D programs in their ability to bring a strong return on investment, and mitigate the risks associated with doing without, executives are more likely to look on your program as favorable and well worth the time and effort.
Do this through communicated and researched data points. Know your objective and how you are going to achieve that objective. Without a strong understanding of what it will take to convince your executive stakeholders that your program is worthwhile, you will face an uphill battle all the way.
Challenge 3: Having a small L&D team
Rarely are L&D teams large, so building a small but powerful group of professionals to build the entire L&D program of a much larger employment base can be a challenge. But the key is to focus on the big wins. Design programs you can scale. Make big bets backed by strong information. Know the value of your programs and measure that impact on a wider scale. There are so many options today when it comes to eLearning and micro learning that even a small team of L&D professionals can have a meaningful and positive impact in the success of a much larger organization.
To help build your small but mighty L&D team, talk to the experts at Clarity Consultants today.
Buy-in is essential! Our instructional design consultants work with your leadership and subject matter experts to help develop talent and implement performance management practices. Contact us today to partner with an L&D professional who knows how to bridge the gap.