Maximising business growth: The power of investing in professional development for L&D Teams

A guest article from Cathy Hoy .?

As Learning and Development professionals, we have the responsibility to lead our organisations' learning initiatives, drive employee development, and create a culture of continual learning and growth.?

But who provides development opportunities for L&D teams themselves?

The reality is that many L&D teams are not provided with adequate developmental opportunities. It's not uncommon for our teams to be overlooked when it comes to training and development, despite our critical role in driving learning and development throughout the organisation.

This lack of development opportunities can result in stagnant L&D interventions, outdated skills and knowledge, and ultimately limit our ability to deliver impactful learning solutions.?

One of the reasons for the lack of development opportunities is the assumption that L&D professionals already possess the necessary knowledge and skills to perform their job effectively.?

However, the reality is that the L&D field is continuously evolving and changing, and as such, there is always room for improvement and growth, at every level, including Learning Leaders.?

The lack of investment in L&D team development may also stem from an inability to quantify the ROI on such investment. However, research has shown that organisations that invest in employee training and development programs have a competitive advantage over those that do not. Not only do they experience increased employee engagement and retention, but they also achieve better financial performance.

The evidence supporting the advantages of investing in employee training and development is robust. A study conducted by the Association for Talent Development (ATD) found that companies that invest in their employees' development have a 24% higher profit margin than those that do not.?

Furthermore, organisations with a strong learning culture were found to be 46% more likely to be leaders in their industry or market.

Another reason for the lack of development opportunities is the belief that L&D team members should obtain the necessary training and skills on their own. However, this approach is not only?inequitable, but it also limits the potential of the team and the organisation, not just the individual.?

Addressing the Issue: Solutions for Moving Forward

L&D Leaders: L&D leaders must lead by example and demonstrate their commitment to development by investing in their own growth and inspiring their teams to do the same.?

Advocating for the professional development of both themselves and their teams is crucial for L&D leaders to succeed. This includes identifying the skills and knowledge gaps within the team and working with senior leadership to create a culture of continuous learning and development.?

Organisations: To ensure L&D team members keep pace with industry advancements, organisations must provide opportunities for external training such as conferences, workshops, professional memberships, formal courses, and other structured learning programs.

Mentors: Mentorship programs are a useful tool for L&D team members to learn from experienced professionals both within and outside their organisation.?

This provides team members with the necessary skills and knowledge while also allowing them to build relationships and networks that can support their ongoing development.

The lack of development opportunities for L&D teams is a significant issue that needs to be addressed. Investing in the development of L&D teams not only benefits the team members individually and has a positive impact on the quality of learning initiatives and the organisation's overall success.?

Creating a culture of continuous learning and development is imperative for businesses to recognise the importance of investing in L&D team development, which ultimately drives high performance throughout the organisation.

At CLO100, we’re on a mission to help professionalise the Learning industry!?

The CLO100 Learning Leaders Programme, in partnership with Leeds University Business School, is designed to help address all the issues mentioned in this article and more.?

By focusing on the Learning Leader, we can not only help to develop their skills but also ensure they have the knowledge and confidence to positively transform their L&D teams and their organisations.?

The Learning Leaders Programme features many well-known industry experts, including; Charles Jennings, Laura Overton, Nathan Nalla and Julie Drybrough.?

You can find out more about the Learning Leaders Programme here or tune into our upcoming LinkedIn Live on the 28th June at 2 PM BST to hear more ideas you can explore.

Cathy Hoy?

CEO & Co-founder, CLO100