Part three of Generate yielded markedly fewer results than the last two parts. Telling perhaps? My takeaway from the number of results wouldn't be that L&D teams/departments have no value, far from it, but more that it looks like there is a clear alignment issue, and Towards Maturity will of course back up the fact that the highest-performing teams are fully aligned to the needs of the business. Accentuated by the fact that some other questions had some many responses, it seems clear where the areas of passion and strength for L&D are, and where is a need for growth and development for 2015.
How do I demonstrate the value of my L&D department?
- Transform ideas and concepts into practice
- Use a successful business with a good L&D department as an example
- Remove L&D and they’ll soon see value
- Celebrate success
- Set business metrics not L&D metrics
- Start with the business
- Ask for regular and practical feedback on your L&D strategy
- Use a provider who delivers training solutions built around ROI
- Communicate the results
- Target KPIs that matter to the boss
- Try selling it on eBay
