How do you engage and motivate your learners and stakeholders throughout the L&D process?

I agree. To be aligned and stay aligned means you never stop measuring the impact of training and the degree to which it is contributing to business goals or objectives. It’s and ‘always on’ function within L&D

Connecting leadership and development programs with organizational goals involves aligning training objectives with strategic priorities. By identifying core capabilities required to drive organizational success, and translate these capabilities into the skills and behaviors required for achieving the organizational goals, then the development programs can focus on nurturing these capabilities among employees, thereby enhancing their effectiveness in advancing the organization's goals. Regular evaluation and feedback mechanisms help refine development efforts to continuously align with evolving organizational needs and priorities.

Para garantir que os programas de L&D estejam alinhados com as metas organizacionais, desenvolvi workshops interativos onde líderes e funcionários podem discutir e mapear como os objetivos de aprendizagem se conectam diretamente com as metas da empresa. Foram criados mapas visuais que ligam competências específicas a objetivos de negócios, tornando o propósito do L&D tangível e relevante para todos os envolvidos.

L&D must be aligned with busines strategy through the BSC (Balance Score Card) and then the employees learning goals are aligned accordingly. While designing the learning path of the users we need work out on lots of steps which are very important like interacting with stakeholders & then implementing the plan in PDCA format. All people who belong to L&D they must know that the quantitative mesasurement of the goals aligned & implementation strategy should be planned in advance. Employees will be 100% engaged by the sound gamification techniques incorporated with the role specific courses/Training. When we keep each and every person in loop with result driven approach all will be absolutely motivated.(Gamification is very important)

Ensuring that all learning and development initiatives directly contribute to the organisation's performance and profitability, with a clear way of measuring said initiatives. As industries shift, technologies evolve, and customer preferences change, a workforce equipped with continuous learning is better prepared to navigate these changes effectively. L&D empowers employees to stay up to date with industry trends, enabling organisations to identify innovative solutions, remain competitive and agile.

Implementei uma plataforma colaborativa onde alunos e partes interessadas podem sugerir temas, formatos de aprendizado e até mesmo liderar sess?es de aprendizado. Logo, aumentou o engajamento e também promoveu uma cultura de aprendizado contínuo, onde todos se sentem valorizados e responsáveis pelo desenvolvimento pessoal e organizacional.

In my experience, many leadership development programs start with the intention of teaching something. Adult learning theory tells us adults are terrible learners - unless they have a problem to solve. Therefore, great leadership development needs to be framed as solutions to a leader's problems. And great programs are delivered 'just in time' instead of when it is convenient to offer a course.

In my experience the way we build trust is starting every conversation from the business’s perspective. Talk about the business first and foremost and bring L&D into the conversation as one of the tactics to move the workforce in the direction the business needs

Para atender a diferentes estilos de aprendizado, introduzi uma variedade de métodos de L&D, incluindo jogos de simula??o, e-learning interativo, e projetos de grupo que solucionam problemas reais da empresa. Isso ajudou a manter os alunos engajados e motivados, proporcionando-lhes oportunidades para aplicar o que aprenderam em contextos práticos.

In my experience the tactic, tool or technology you incorporate into training is aligned to the problem you’re solving. Identify the problem or gap and the toll, tactic or tech becomes obvious

Ongoing support, feedback, coaching etc is the development side of learning and development. Without it it’s just learning and what you know in the business world is only useful when you do something with it. It’s the doing side where development really takes place.

Criei um programa de mentoria onde cada aluno é pareado com um mentor mais experiente na organiza??o. Isso proporcionou uma camada adicional de suporte personalizado, permitindo aos alunos discutir progressos, desafios e receber feedback construtivo regularmente. Além disso, sess?es de check-in regulares com os instrutores ajudaram a garantir que os alunos se sentissem apoiados ao longo de sua jornada de aprendizado.

Engagement (aka emotional connection) fuels motivation through the power of inspiration. L&D teams inspire most by effectively distilling how the intrinsic value of the product, brand and culture add, not just special differentiated value to people’s lives, but meaning to people’s lives. Choice is no longer value, meaning is value. Train, coach and mentor your learners and stakeholders to confidently and fluently share this intrinsic value, and how it elevates the mundane into memorable experience, and not only does inspiration, engagement and motivation follow, but so does sustainable long-term success. L&D leaders must be savvy salespeople & marketers at heart! The rest is easy, built upon a clear strategy of targeted bhag K4 metrics.