My session is over, the lights have dimmed and the crowds are heading for a well-earned lunch. So far, Learning Live 2014 has been a stunning success and a credit to the team at the Learning and Performance Institute who made it all possible.
As you may have seen from my post earlier today, I wanted to ensure that as many people as possible have access to all the resources associated with my session. As you’ll have seen from the session details.
I was talking about “Why L&D can’t
It’s an uncharacteristically short post from me this week as I make the final preparations for Learning Live.
I was delighted when my submission for a proposed session was accepted and there’s been an increasing flurry of activity as zero date draws close. It never ceases to amaze me just how quickly time flies as a major presentation approaches.
Learning Live is becoming one of the key Learning and Development events in the UK – and rightly so. This year there is a great line-up of presenters
Learning leaders recently gathered to discuss a number of hot topics – including improving alignment to strategic organisational goals – and yet little alignment seems to have been achieved.
The CIPD and Towards Maturity recently held a round table discussion about the ‘business alignment of L&D,” according to the post by Don Taylor.
I mention this because as readers of my blog will know I am passionate about aligning L&D to the strategy and focus of the business. I therefore
In the final of my series on alignment, I’ll be looking at how you – as learning and development professionals – can measure alignment within your business.
Measuring alignment within your business
In my previous posts on this topic I’ve outlined how alignment can be achieved through clarity, consistency and commitment. In this post I’ll look at how you actually go about measuring alignment in your business.
Although measurement can be carried out in a number of ways, for optimum
In the fourth of my series of posts focusing on what makes an aligned L&D function, I’ll be looking at the final of the three key components – which is commitment.
This is about both the business and L&D professionals committing to the promises they’ve made. This relies on two key items:
the business “putting its money where its mouth is” and providing adequate funding and resources for agreed interventions, and
the L&D function executing and delivering
Effectiveness is a ‘hot word’ in business. In this post I’ll be looking at ten strategies that every manager can adopt, each of which will increase the effectiveness of your department. Together they will aid in the repositioning of your department as a key change agent within your business.
The ten key strategies are:
1. aligning yourself with the business
2. ensuring you have a clear departmental strategy
3. developing a workable business plan
4. delivering measurable results
In the third of my series of posts focusing on what makes an aligned L&D function, I’ll be looking at the second of the three key components - consistency.
According to Dictionary.com one definition of consistency is: “Steadfast adherence to the same principles, course, form, etc.: There is consistency in his pattern of behaviour.”
For the purposes of alignment, there are two key factors that make up consistency, which are:
If you’ve said something is important
There are times when ‘great minds’ come together and do something that’s meant to be collectively and seriously clever, but actually reveals the deep cracks and divides that lie beneath – and that’s what’s happened recently in the eLearning industry.
I have to thank Donald Clark’s “Plan B” blog for drawing my attention to a post entitled “Gang-of-four’s Serious eLearning manifesto – all a bit melodramatic?” Further investigation took me to the website for the Serious
In the second of my series on alignment, I’ll be looking at the three key components necessary to achieve alignment – starting with clarity.
Clarity is the bedrock of alignment. Without clarity it’s impossible to be aligned. In my earlier post I talked about the importance of seeing eye-to-eye with your business. As learning and development professionals, this means two key things:
knowing and understanding the plans and priorities of the business, and
ensuring the business
Alignment is one of the most frequently sought after nirvanas within organisations. We read how a lack of alignment can cause irreparable problems and issues, but what does alignment mean to learning and development professionals and should we bother? This post explains why, perhaps now more than ever, we need to make sure that all of our L&D efforts are aligned to the needs of our business.
L&D professionals are under pressure from all areas. They are being asked