Business acumen – who needs it? There was a time when the average L&D manager needed to understand a bit about training delivery and be able to spout on about one subject or another in front of a bored audience – but no more. Now, more than ever before, L&D managers need to be skilled in a range of subjects – and top amongst them is business acumen.
This post has been written specially to support the great team who run the chat2lrn blog site and Twitter feed. You can read all
In the second post on this topic I’ll be looking at the remaining 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.
6. Mentoring of key personnel
In past articles for Inside Learning Technologies magazine I explained the benefits of coaching and mentoring. As part of developing your department for success you should consider
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 a previous post I outlined the first two of five rules for creating a winning learning and development strategy. In this post I’ll outline the final three rules, which are:
clear value propositions for the customer
fine tune for the marketplace
communicate clearly with stakeholder groups
Rule 3: Clear value propositions for the customer
If you were approached by one of your senior managers and asked: “What do you do round here to help us make money?” what would you say?
According to a white paper entitled “Navigating the Perfect Storm in L&D” by the Learning and Performance Institute, although 81% of Learning & Development professionals surveyed by the LPI claimed that their organisation had a learning strategy, work undertaken during LPI accreditations indicate that many of these strategies are actually little more than one-year operating plans.
In the first part of this post I’ll outline the five rules for developing an effective strategy for
As learning and development (L&D) professionals you will have almost certainly come across a range of articles and blogs which asks if you have a ‘learning organisation’ or talks about how you develop one – but few articles exist that will help you develop the right culture for an effecting L&D department and without the right culture in place you’ll never achieve the success you ultimately strive for; that is, until now!
In the first part of a two part post, I’ll take you through