From L&D to L&B
Johanna (Anke) Smolders
People and Culture | Performance Management | Talent Management | Leadership | HR Transformation | Learning and Development | Likes to challenge what is and inspire what could be..
How to make Learning a Business priority?
I was privileged to be part of a two day think tank, trying to crack the nut on how L&D programs can contribute to business growth, how to define the right metrics that prove L&D is not a cost center, but a value creator. We probably all read about these ambitions but how to make that change happen?
Here are my 3 insights, curious to see what your thoughts are...
Insight 1 : From L&D to L&B
Rather than using L&D as a starting point, do a deep dive on your company strategy first and define what change is needed from a business perspective . Find the handshake between Learning & Business (L&B)
Insight 2 : Walk the B walk, Talk the B talk
Don't try to convince your business stakeholders with fancy HR strategies,L&D terminology or learning technology. Listen to understand the growth plans, get the numbers, the people, the details. Walk the business walk,Talk the business talk.
Insight 3 : Make "People" a Priority
As we all know culture eats strategy for breakfast. Remind your stakeholders that it is impossible to force change on people (really?), design effective programs, define realistic timelines. Describe or visualize your burning platform, it will help you tell the story.
In the journey to move from L&D to L&B, it is my wish to understand first, rather then to be understood. How ready are you to start Walking the B-Walk and Talking the B-Talk?
Looking forward to your comments!
3 dec. 2019
HR Business Partner
4 年Thanks for sharing Anke!
Saving the (corporate) world from boring and ineffective learning initiatives ?? Founder of BLENDEDPEOPLE? ?? Learning Experience Creator & Growth Facilitator ?? Igniting Communication, Collaboration and Innovation ??
4 年Good article, thanks for sharing, Anke! Understand before being understood, often a hard nut to crack for many people (not limited to L&D). We're often too busy selling our 'solution' without having a clear sense of the actual problem. With regard to L&B, I would add that B=L. Nowadays with the pace of change, it's constant trial and error, learning from failure and retry, and learn a little more. L&D has to understand these processes and facilitate and support people in the best possible way. Not an easy task but for sure exciting and, if done well, very fulfilling.?
Gartner | Chief Marketing Executives Practice
4 年Great article Anke ??