How can you get noticed by upper management in Training and Development (HR)?

Align your goals with the company's strategic objectives, not just HR's. Showcase impact, not just effort, by quantifying training's ROI. Be a solutions architect, not just a course curator, proposing innovative programs that address pressing business needs. And finally, be a partner, not just a provider, collaborating with stakeholders to co-create learning experiences that drive employee performance and company success.

What's more powerful? You telling executives how valuable your department is, or their teams telling them how effective your department is? If you want to get noticed upwards, earn the respect and get results downward. I have found that the more our team connects, collaborates, and supports downward, the execs take notice. Our departments ultimately need to get results through our team members in the field and middle management, whom drive that. The more effective we are there leads to upper management noticing us as valued business partners and trusted advisors to their teams. Your neck starts to hurt if you waste time always looking up. Keep your eyes forward and get results with those around you.

Nowadays , it’s not only about getting aligned. It’s now getting out the desired productivity Training team can showcase themselves with upper mgt if there is impact in daily Productivty.

Be engaged in conversations and listen for opportunities to step up. You can also support your team members and supervisor when they are overloaded with projects. Find solutions to help with productivity. In many organizations there is a mission and vision statement to help each employee align their own values. I feel that when this happens, this gives employees a way to showcase their talents and provide input. I also feel that supervisors have the ability to tap into their team's talent by developing them. Give employees an opportunity to give training and tap into their strengths.

La colaboración entre líderes, colaboradores, audiencias impactadas hace posible que cada uno desarrolle un rol principal dentro del proceso de formación. Los líderes pueden intervenir como sponsors del proceso de aprendizaje, los colaboradores contribuyen haciendo realidad los programas de desarrollo y las audiencias definidas verán resultados en la eficiencia de sus rutinas diarias con los aprendizajes adquiridos en los programas de capacitación. Además, las audiencias pueden colaborar como principales agentes de cambio cuando los programas son de nueva creación resolviendo casos prácticos y compartiendo mejores prácticas para implementar acciones que ayuden a contribuir a los objetivos planteados.

One thing I learned throughout my 25 year career is that effective communication is the key to everything else. This skill or the process or the system or the chanels through which communications flow, is one thing that made me feel included or excluded, and that determined my motivation, productivity, effectiveness, confidence, success, feeling safe, building trust, building integrity ans finally echieving results. Oganizations should have uninterrupted training process on communications.

To garner attention from upper management in training and development, prioritize effective communication and collaboration with stakeholders. Regularly engage with key decision-makers, providing updates on training initiatives aligned with business goals. Solicit feedback to ensure programs meet organizational needs. Collaborate cross-functionally to incorporate diverse perspectives into training strategies. Demonstrate a commitment to aligning learning objectives with company objectives. By fostering transparent communication and collaboration, you position yourself as an integral team player, showcasing the strategic value of your contributions to upper management.

Start by understanding organizational goals and aligning training initiatives accordingly. Regularly communicate the impact of training programs on key metrics such as employee performance and retention. Collaborate closely with department heads to tailor programs to their teams' specific needs and address strategic priorities. Seek feedback from both participants and managers to continuously improve offerings. Proactively share success stories and ROI data to demonstrate tangible outcomes. By fostering strong relationships and demonstrating the direct link between training efforts and organizational success, you position yourself as a valuable asset worthy of upper management's attention.

Intentional Collaboration is very integral when it comes to your stakeholders. In order to provide a BETTER service, your stakeholders must trust you. Trust comprised of Credibility & Reliability. Credibility being the skill and expertise to provide the service. Reliability being the consistency on the deliverance of services. We must be good stewards of the customers that we have, Internal & External.

? Network with people who are better than you. ? Be open to feedback. ? Benchmark your proficiency level by being actively engaged in professional bodies and functional committees.

Ser líder de formación da la oportunidad de aprender día con día sobre los procesos, prácticas, tecnologías, además de todas las políticas y procedimientos que impactan a las diferentes áreas. Estar dispuesto a aprender brinda la posibilidad de crear alternativas de aprendizaje que lleven a los colaboradores a comprometerse con su formación y verla como una actividad que les ayudará a desarrollar competencias que impacten en sus contribuciones individuales y de equipo. El aprendizaje continuo desarrolla una mente abierta para hacer frente a los desafíos profesionales de una forma más creativa.

The recipe is very simple: 1. Ensure the L&D strategy is aligned with the business strategy 2. Never design interventions in isolation. Always involve stakeholders. At the end of the day, each intervention's purpose is to assist the stakeholders with their needs 3. Focus on relationship building with the business leaders. reserve enough time to sit with them regularly to stay updated on how things are going in their respective units and together through TNAs see how the L&D could be of an assisting hand. 4. Communicate the impact of the L&D interventions on the overall business. I always say start your intervention by identifying its impact and ROI.. This is how you showcase the strategic power of L&D

One thing that is/was instrumental for me in my career, has been professional development goals. Each fiscal year, I set myself a PD Goal that pertains to my role. This keeps me updated, upskilled, and interested in the business - and able to be serve my peers and team(s).

One thing that higher managers want but never share most of the time is the capability of you to help them to innovate and keep up with technology Latest trends, tools and how to implement them By doing so, you will not just help them but also upskill yourself to be a talented professional that could one day be easily promoted

Share your leanings with your peers. Help everyone on the team grow as you grow. It shows your leadership and further value add beyond just you, but to the wider organizational community.

Start by thinking outside the box and coming up with new and creative ideas for training and development programs. This could involve exploring new technologies, experimenting with different formats, or simply coming up with unique and engaging ways to deliver training content. But innovation isn't just about being different - it's also about being effective. So make sure your ideas are backed by evidence and data, and that they align with the company's goals and objectives. By being innovative and creative, you can catch the attention of upper management and demonstrate your value and contribution to the organization. Think big and be bold.

When you consistently being innovative and creative at your workplace, eventually your manager would notice your progress. With this way, you can also showed to your manager that you engage with the organitaziton.

We're always taught to think outside the box without first mastering the one that we're in. If training is your "box" then relish it. Learn every corner. Understand where the shadows are and where the sun shines brightly. Know every inch of the box and be able to navigate it with your eyes closed. Then grow your box.

Could spend a long time on this one but will share one idea. Impact is often heightened by keeping it short... (Had to add in more lines to reach the min characters for a reponse!)

Update your Portfolio! Showcase (not show off) your results and impact created for the year during your KPI review and feedback session Ensure both qualitative and quantitative progression can be shown (pictures, data, graphs, recommendations, results, etc) This ensures you are progressing not just impacting others but also yourself as you upskill together as an organization

Mostrar los logros y resultados de forma continua desarrolla confiabilidad y certeza para la alta dirección, saber sobre los programas de desarrollo y cómo están impactando de manera directa las competencias de los colaboradores. Muy importante crear alianzas con la alta dirección para impulsar los programas de aprendizaje basados en las prioridades de la organización.

Use your storytelling developer skills to create short videos to socialize your strategy or results. Anyone can put together a slide deck or excel report that stakeholders will [at best] glance at. However, they will watch a two minute video which will stand out from the typical reporting.

Make your achievements look as beautiful as they seem to you. For example use data visualisation tools and animated ppts to present your work. This way it is guaranteed to peak everyone's interest; those who are interested in numbers and those who are interested on looks.

Set out with goals in mind for every training endeavour, and track the results. Depending on your company size, share out the results with the management team on a monthly or quarterly basis to help show progress and value. This is also helpful when it comes time for a performance review - no last minute scrambling to showcase your achievements!

Word of mouth...I started to get noticed and receiving more internal emails that requested to work with me when my operational VP's and my CHRO started to drop my name and acknowledge me for my work - reduced turnover, increased engagement, etc. Starts with the work IMO but it really helps when people shout you out in public. Leaders all talk to one another so it helps when your reputation is vouched for by one of their peers.

Have meaningful conversations, meaningful conversations can enhance relationships, develop a better understanding to both people and challenges and build trust. Business leaders get motivated to collaborate and engage with people whom they trust. Trusting you, paves the way for trusting your solutions.

To get noticed by upper management as a learning and development manager, all of the ideas mentioned are important. Personally when I was an L&D Manager in manufacturing I benchmarked programs from other multinational companies and took the ideas I thought were best from them. I was able to create an L&D program which was benchmarked from the best of the best. After we started to implement it and others saw the development of our trainers and training, they took notice and then our results identified we were making extraordinary progress. This gained not only regional but also national company recognition. Others plants started to benchmark our program within the company and our program changed the way we worked in the organization.

We need to bring back the human to training. KPIs, sales, results... they all are byproducts of an engaged workforce that doesn't want or need to be looking for greener pastures. Where they can grow as individuals and are appreciated. When people thrive, organizations thrive.

To get noticed by upper management when it comes to training and development consider targeting two initial things: 1-Build training programs upon the needs of staff in order to participate in solving solutions within the department 2-Deliver experiential training sessions abd let the attendees tell the upper management how they evaluate your work. And that can happen by : a-Making your training session a vey diverse one by incorporating different practical activities and role-plays b-Guiding the attendees all over the training sessions c-Hearing the attendees perspectives and dont forget to target the shy ones,beacause when a shy person decides to speak he/she might suggest a lot of solutions.