During a conversation I had with an L&D Manager of a large high end retail company a few interesting points were raised. Allow me to take a look a some of those points … I’ll take them one by one.
Where should learning sit in an organization?
Learning should sit with Organizational Development. The most important reason being that the learning strategy of an organization absolutely must be aligned with the goals of the organization. Common sense? Wrong! This is often assumed but also where most problems arise. Ask yourself how many times you have worked in an organization where different departments act as competitors rather than colleagues. Is it possible a lack of alignment with corporate goals and learning goals could be causing this behaviour?
Ambiguity in the learning environment
The role of the learning professional is often faced with ambiguity and multiple changes on a daily basis. Does it help to have a PM frame of mind? Being process-driven tends to build frustration when working with changing content and timelines.
As an L&D Manager you source and manage your vendors. They should be a network rather than simply an outside resource. Thus, it is important to maintain long lasting relationships that are built on trust and partnership. Transparency and openness (from both parties) is crucial.
I have often heard learning professionals discuss the needs analysis of the training strategy, but rarely does one discuss a “learner analysis”. Who is your audience? How do they learn? What tools reach out to them best? With four generations in today’s workplace a thorough analysis of the learner is an absolute must.
Where do you stand on these topics? Leave a comment and let us know!