??How to Take L&D From a Cost Center to a Revenue Generator
Training Industry, Inc.
The most trusted source of information on the business of learning.
Welcome to the March 2025 edition of the Learning Leader Ladder!
Downsizing often brings workforce reductions and budget cuts — and too often, learning and development (L&D) is seen as an easy place to trim costs.
But cutting training isn’t a short-term fix; it can have long-term consequences that organizations fail to recognize. As L&D professionals, you know the value of training. Now, it’s time to make sure your stakeholders do, too.
In this edition, we’re exploring how to maximize impact with limited resources and effectively demonstrate the critical role of training — even in times of uncertainty.
Key Points:
Work Smarter: Leverage AI and Free Resources
You don't have to reinvent the wheel. Countless free tools and resources are only a click away, from webinars to templates and job aids, articles and so much more. AI tools, in particular, can save time by streamlining tasks like content creation, engagement strategies and data analysis.
Here are some of our favorite free resources:
?? AI Use Cases: Discover ways to use AI for content creation, assessments and coaching.
?? Job Aids & Templates: Frameworks for strategic alignment, leadership, content development and more.
?? Guides & Infographics: Explore various training insights designed to give you digestible and actionable tips.
?? E-Books: Gain insights on various topics including performance management, cybersecurity training, strategic planning and more.
Limited Resources? Meet Unlimited Support.
With so many AI platforms out there, wouldn’t it be great to have one built just for L&D? Meet Tia, the Training Industry AI Agent — your go-to for expert insights, research and practical solutions. Training Industry Membership gives you exclusive access to Tia and the resources you need to do more with less.
Plan with Purpose: Maximize Your Limited Resources
Some words of advice: Don’t panic! Own your role and plan, plan, plan. Your training should be purposeful and targeted. Time is one of the most limited resources, so spend it where it matters most. Build your plan around available resources and make strategic alignment the foundation.
3 Ways to Plan Effectively:
[Bonus Tip] Reinforce Learning: For lasting impact, reinforcement activities are paramount. Pick your highest impact programs and make sure you have at least small follow-ups to help solidify learning, keep skills top of mind and maximize their effectiveness. Additionally, you can leverage resources beyond your training function — managers play a crucial role in learning transfer. Providing them with a simple guide on how to support and reinforce learning is a cost-effective way to strengthen retention.
Proving Training’s Value: Making the Business Case
L&D is an investment in business success, but how do you communicate that? Speak the language of your stakeholders and tell your training story with data. Showing training’s?impact can help make a difference when stakeholders are allocating resources.?
Skills to Build:
For example, when looking at training completion rates and engagement scores means “Employees who completed our leadership development program had a 20% lower turnover rate, reducing hiring costs by $X.”
You Need Professional Development Too
You should feel empowered to advocate for your own professional development. After all, learning leaders are essential to driving business transformation. Yet, many L&D professionals miss out on available budgets simply because they don’t know how to ask.
When resources are tight, securing professional development can feel like an uphill battle. You’re already finding ways to do more with less, ensuring your learners get the development they need. But your growth matters, too. Optimizing training strategies and driving business impact doesn’t happen without continuous learning. If you need development, demonstrating how it enhances your training initiatives — and ultimately business outcomes — is key to gaining buy-in. Don’t be afraid to ask for the development you need (and deserve). It’s a powerful way to reinforce your commitment to advancing your own L&D skill set—and ultimately making a greater impact as a leader.
A Positive Outlook
Despite today’s challenges with organizational changes, the reality is that your role is essential and will continue to be essential. In fact, workforce development manager (i.e., L&D manager) ranks as the No. 4 fastest-growing job in the U.S. according to LinkedIn research. In times of limited resources, training is a critical lever for ensuring business process efficiency and impact.
You were built for this. Your role isn’t just about delivering training — it’s about creating real organizational change.
Even when resources are limited, training isn’t a cost to cut: It’s a strategy to strengthen. The organizations that continue to invest in learning, even in challenging times, are the ones that emerge stronger, more agile and better prepared for the future.
Your work matters. Keep driving change!
Professional Development Resources
Upcoming Webinars and Leader Talks
L&D Leader | Experienced Industrial-Organizational Psychologist | Passionate about Pairing Learning Science with Practical Application
4 天前This is such an important conversation! L&D isn’t a cost—it’s a business driver. When budgets are cut, it’s even more critical to prioritize training efforts around the initiatives that drive the biggest impact. Clearly demonstrating (and marketing) their value to stakeholders and decision-makers can help to ensure L&D remains a strategic priority.