How can you build strong relationships with your training and development providers?

Forge a solid bond with your training providers by articulating your goals and expectations clearly. Define your objectives, set measurable targets, and clarify the support you need. Aligning your vision with their capabilities ensures a seamless journey, free from misunderstandings. This clarity fosters trust and transparency, laying the foundation for a fruitful partnership.

Building strong relationships with training and development providers involves clear communication, shared goals, and a commitment to excellence. Regularly assess performance, provide constructive feedback, and collaborate on tailored programs that align with organizational needs. Transparency and mutual respect form the foundation. In my experience, maintaining an open dialogue and recognizing the value they bring significantly strengthens these partnerships.

Through effective and constant communication. Understanding what your needs are and communicating the need to the training provider makes the delivery of the training impactful and very beneficial to the attending members. Open communication does strengthen the relationship as it allows both parties to understand what their limits are and what they can offer.

One of my colleagues shared she couldn't work with the L&D team because they were never available for her, when she needed them. She confessed to me that she never shared clearly her agenda and recruitment initiatives with the L&D team. They also have their agenda full of projects, so yeah transparency and communication is important ??

Keep up to date with courses they're offering, in particular ones that add value to your business Understand the skills gap of your workforce by having effective learning and development plans Communicate your vision to your providers

Collaborate and Co-create for Mutual Innovation Strengthen your relationship with training providers through active collaboration and co-creation. Involve them in every stage, from planning to execution, valuing their insights and expertise. Share your challenges and triumphs, harnessing their experience to spur innovation and mutual growth. This partnership approach paves the way for creative solutions and shared learning.

That's so true. I like to involve L&D team because they bring a fresh perspective to recruitment and have great ideas that I didn't think before. I always co-host my recruitment trainings together with them because they are used to trainings and they own the whole framework. I am just in charge of the content.

Every time L&D team helped me to roll a recruitment trainings, I arrange a physical thank you card to each of them and a big shout out on the internal chat of the company. A thank you post on LinkedIn is also greatly appreciated ??

Every time L&D team helped me to roll a recruitment trainings, I arrange a physical thank you card to each of them and a big shout out on the internal chat of the company. A thank you post on LinkedIn is also greatly appreciated ??

Feedback and Recognition to Enhance Performance Nurture your relationship with training providers by regularly providing feedback and recognition. Evaluate the effectiveness of programs and communicate your findings. Acknowledging their efforts boosts motivation and loyalty, and celebrating joint successes enhances performance, fostering a cycle of continuous improvement and appreciation.

Negotiate and Compromise for Balanced Solutions Building strong relationships with training providers also involves negotiation and compromise. Understand their perspectives and limitations, and be willing to adapt. Strive for solutions that offer mutual benefits, balancing value, quality, and cost. This approach ensures a sustainable, win-win partnership.

Learn and Grow Together for Continuous Improvement Develop your relationship with training providers by embracing a shared journey of learning and growth. Seize opportunities to enhance your skills and apply new knowledge to your work. Embracing change and feedback, and leveraging their resources, fosters a growth mindset, crucial for achieving your goals and tackling challenges.

In my experience, contact and relationship is actually #1. Go out for lunch. Get to know them, listen to them, share what is happening in your organization. Once a relationship has formed, then you can talk business. Think long-term, don't just buy a service. You'll both be better off for it.

In most cases L&D is part of the HR team, so in my case Recruitment is always close to them, so it's easy to build solid relationship. But for others, I would recommend to show curiosity and interest in what they do, their agenda planning, the content to be delivered this year... Many teams don't realise how L&D teams could be so valuable if they are used properly for their respective teams.