Aligning L&D or Integrating L&D with the Business?

Align corporate L&D with the business. You can see and/or hear something to this effect almost weekly here on LinkedIn. The alignment conversation tends to revolve around understanding business goals, aligning learning strategies, and demonstrating measurable impact. While these are critical, there’s an often-overlooked dimension to alignment: integration. The tools, technologies, and processes we use.

If L&D truly wants to align with the business, may I suggest operating in the same ecosystems as the rest of the organization, leveraging business-standard tools and technologies and reserving specialized L&D solutions for when they are absolutely necessary—like a solution that cannot be completed with internal tools or technology.

The Disconnect: L&D’s Methods, Processes and Tools Problem

Historically, L&D has operated in its own silo. Learning Science, Learning Technologies, Learning Operations, Learning Measures. It begs the question, "are you getting paid for learning or business outcomes?"

I think we know what the answer is if all the talk about aligning to the business is true. Look, occupations like Accounting, Finance, and the like get to operate their way because their work directly feeds into the core metrics the business values—profitability, cash flow, compliance, and risk management.

L&D, on the other hand, doesn’t always have that luxury. Our success is measured not by how well we deliver learning but by how effectively we drive business outcomes: increased productivity, reduced errors, faster time-to-competency, and improved employee retention. If aligning to the business is the goal, we need to question whether the tools, processes, and measures we use are serving that purpose—or merely perpetuating a siloed existence.

For example:

• Communication gaps: Businesses might rely on platforms like Microsoft Teams, Slack, or SharePoint for communication and collaboration, while L&D pushes out learning content through learning technology platforms. This creates friction for employees who must switch contexts and platforms. Even for the technology that delivers across platforms like MS Teams, Slack or SharePoint, why not just use the functionalities of those platforms instead of the L&D version?
• Process misalignment: L&D often designs its own workflows for learning initiatives, independent of how the business plans and executes projects, leading to inefficiencies and missed opportunities for integration. If the business has certain project workflows, tools, etc., why aren't you using them?

Research: The Case for Using Business Tools

Research highlights the importance of L&D embedding itself within business operations:

1. Workflow learning: This learning is most effective when it happens within the workflow, using the tools employees already engage with daily. In previous articles I shared several studies indicating that only 5-20% of training is applied and that is by only 40% of participants. If this is true, does it make sense to put all your eggs in the formal learning basket?
2. Digital transformation alignment: A 2023 Deloitte study on digital transformation found that businesses expect all functions, including L&D, to contribute to unified, cross-functional technology ecosystems. Disconnected systems can lead to a loss of productivity and collaboration.
3. Adoption rates: Tools that employees are already familiar with have higher adoption rates. Research by the Association for Talent Development (ATD) indicates that employees are more likely to engage with training delivered via tools they already use, such as email or project management software, rather than standalone L&D platforms. (Please review these studies and surveys to draw your own conclusions, I cannot vouch for their validation or repeatability)

The Solution: Embed L&D in the Business Ecosystem

To bridge the gap, L&D should consider a strategic shift in how it operates:

1. Collaborate on shared platforms: Use the same collaboration tools the business uses, such as Microsoft Teams, or Slack. For instance, instead of building a separate course, create a Teams channel with resources, discussion threads, and micro-learning opportunities.
2. Leverage business technologies for learning: Tools like MS Teams, Slack, SharePoint, and WhatsApp can be used to deliver contextual learning opportunities. For example, integrating job aids, tutorials, or quick reference guides directly into these platforms allows employees to access learning resources while performing their tasks, fostering on-the-job learning without disrupting their workflow.
3. Seamless integration with existing workflows: Business tools like project management software (e.g., Microsoft Teams, Jira, or Trello) enable L&D to manage learning requests, timelines, and communication without requiring employees to adopt yet another platform.
4. Adopt business-centric processes: Align L&D project management with the methodologies the business uses, such as Agile, Lean, or Six Sigma. Using shared processes ensures smoother collaboration and increases L&D’s credibility as a business partner.
5. Cost savings: Using tools the organization already owns eliminates the need for additional subscriptions, integrations, and licensing fees, freeing up budget for initiatives that directly impact learning outcomes.
6. Alignment with business priorities: In-house tools are typically designed to support broader business objectives, ensuring that learning initiatives naturally align with operational goals and key performance indicators.
7. Scalability: Existing business tools are often robust enough to scale with organizational needs, while niche solutions may require additional investment or customization to accommodate growth.
8. Better data alignment: In-house tools often integrate with broader business analytics platforms, making it easier to connect learning outcomes to business results like productivity, revenue growth, or operational efficiency.
9. Reserve specialized L&D tools for specific needs: When course creation or deep analytics are required, turn to dedicated L&D tools, however, integrate outputs from these tools into business systems whenever possible.

The Benefits of Business-Driven L&D

While specialized tools marketed as transformative learning solutions can be enticing, in-house tools and processes often provide greater flexibility, cost-effectiveness, alignment with the broader business, and frankly will go through many more continuous improvement cycles based on the use of the technology.

By leveraging tools already embedded in the organization, L&D teams can ensure seamless integration into daily workflows, reducing friction for employees and aligning learning initiatives more closely with business outcomes. This approach not only streamlines operations but also positions L&D as a true partner to the business, capable of adapting and thriving in dynamic environments.

What are your thoughts? Have you been swept up in the hype of new L&D technologies, or have you found ways to repurpose existing business tools for learning? Let’s start a conversation. Share your insights in the comments below!

Thanks for reading, until next time...