Learning and development professionals have a unique place within an organization’s structure. They are often tasked with the difficult objective of educating a technical or project-based workforce while not experiencing that environment first hand. That’s why they are so appropriately placed to act the role of the consultant, where they work with other professionals in their field to build and develop talents, knowledge bases, skills, and abilities for the overall success of the company and the individual. Here’s a little more about why that’s such a powerful project management opportunity for L&D pros.
1. A High-Level Perspective
Your L&D team has a unique perspective. They see things from out of the weeds and are able to align their training programs with high-level business goals and industry trends in a way that is meaningful and impartial. That perspective can be invaluable and is often why businesses turn to outside consultants to show them the way. The secret power of an L&D professional is in their ability to make insightful recommendations while not being burdened by the politics and siloing that many project managers and even people managers suffer from. That high-level perspective is what will help your team focus on the important skills and learning opportunities that will deliver long-term results.
2. Flexibility and Adaptability
Things change very quickly in the professional world, and a good L&D professional who takes a consultative role can help a company roll with the punches. That flexibility and adaptability that is so critical to successful consultants can also serve learning and development experts very well as their own company changes and grows around them. It’s important for L&D pros to avoid applying off-the-shelf information instead of thoughtful knowledge. This requires research, understanding, and insight that is unique to their profession and position. Organizations trust their L&D teams to help them stay skilled and knowledgeable during challenges and rapid industry transformation. Without that inherent flexibility, it’s almost impossible for an L&D expert to know what direction to point the ship.
3. Excellent Listening Skills
Lastly, learning and development professionals need to be the best listeners you have ever come across. They need to listen to corporate leadership to understand and align with the organization’s goals and overall mission. They also need to listen and ask for feedback from managers and trainees to learn how their training programs are working well and how they can be improved. Asking for constant feedback is critical. Knowing what to do with that feedback is even more important. A great consultant is brought on to help a company do better, just like a learning and development professional. Unless they have the skills necessary to ask for, collect, and act on feedback, an organization can easily flounder due to inaction or confusion.
Are you looking for consultants who can bring in a fresh perspective to your organization?
At Clarity Consultants, we deliver the best L&D solutions to help your organization evaluate strengths, develop talent, train leadership, and manage change. For more advice on how consultants and learning and development professionals can have a positive impact on your organization, connect with the L&D pros at Clarity Consultants today.