Make L&D Count - Shape a strong business case for L&D
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The document discusses the alignment of Learning and Development (L&D) with business and HR strategies, emphasizing the importance of development conversations and identifying skill gaps. It highlights the need for an agile L&D approach and continuous learning opportunities to support professional development, while addressing competitive knowledge and transformation projects. The document concludes with thoughts on communication, measurement, and personal takeaway actions for employees.
![What knowledge & skills
make our organisation
the best at what we do?
[competitive knowledge]](https://image.slidesharecdn.com/forwardgovernmentlearning-alexandralederer-161027221100/85/Make-L-D-Count-Shape-a-strong-business-case-for-L-D-12-320.jpg)
![How good are we at mastering this
competitive knowledge? [knowledge audit]](https://image.slidesharecdn.com/forwardgovernmentlearning-alexandralederer-161027221100/85/Make-L-D-Count-Shape-a-strong-business-case-for-L-D-13-320.jpg)
![What knowledge and skills make our organisation the best at
what we do? [competitive knowledge]
Reflection, discussion & sharing
How is our L&D focusing on addressing our competitive
knowledge gaps?
How good are we at mastering this competitive knowledge?
[knowledge audit]](https://image.slidesharecdn.com/forwardgovernmentlearning-alexandralederer-161027221100/85/Make-L-D-Count-Shape-a-strong-business-case-for-L-D-15-320.jpg)
![“We have a massive business
transformation project
impacting all employees
worldwide...Let’s do a training”
[sounds familiar?]](https://image.slidesharecdn.com/forwardgovernmentlearning-alexandralederer-161027221100/85/Make-L-D-Count-Shape-a-strong-business-case-for-L-D-16-320.jpg)
Make L&D Count - Shape a strong business case for L&D
- 1. Make L&D count Forward Government Learning 2016 | Canberra, Australia Alexandra Lederer
- 2. Welcome! Hello! Our roles & organisations Our L&D passions & challenges What we love outside of work
- 3. Why are people asking us “What is the value of L&D”? Reflection, discussion & sharing
- 5. What I’m trying to do to make L&D count… ...for inspiration, reflection, discussion, sharing
- 6. Align L&D to business & HR strategies vs
- 7. Align L&D to business & HR strategies - Practice sharing Source: Genea L&D strategy FY2015 - Alexandra Lederer & Learning Curve Team
- 8. Provide opportunities for development conversations
- 9. Provide opportunities for development conversations - Practice sharing Source: Genea Performance Reviews - HR Team adapting ADEP model
- 10. Source: SiteMinder Career Development Conversations 2016 - Amanda Ngyuen & L&D Team What are my strengths? Where can I improve? The skills I am I confident in include... People at SiteMinder know me for… My key achievements are… The things I do well are... Think about your strengths and achievements in your current role The skills that I feel I need more practice on are… The skills I need to master in my role are... If I could change one thing about my role it would be... The areas of my role that I could be retrained in are… I could add value and grow my skills in... (i.e a project) Think about what areas of your role (skills and knowledge) you can improve on What’s stopping me from developing? What learning resources are going to help me improve and develop my skills? The things that are stopping me from developing are… The emerging issues that may impact my development in my role are ... Think about the who, what and then why is it preventing you to professionally develop The resources that will assist me in closing my skills gaps are… You can support me by... Think about the learning resources available and how they will help you develop your skills Provide opportunities for development conversations - Practice sharing
- 11. How is our L&D aligned to our business & HR strategies? Reflection, discussion & sharing How are we providing opportunities for employee development conversations?
- 12. What knowledge & skills make our organisation the best at what we do? [competitive knowledge]
- 13. How good are we at mastering this competitive knowledge? [knowledge audit]
- 14. Focus on addressing competitive knowledge gaps vs
- 15. What knowledge and skills make our organisation the best at what we do? [competitive knowledge] Reflection, discussion & sharing How is our L&D focusing on addressing our competitive knowledge gaps? How good are we at mastering this competitive knowledge? [knowledge audit]
- 16. “We have a massive business transformation project impacting all employees worldwide...Let’s do a training” [sounds familiar?]
- 17. L&D is not a magic wand! Embed it in business transformations vsSource: McKinsey 7S
- 18. “L&D is like an iceberg”
- 19. Prefer an agile L&D approach Learning opportunities offered 1 2 3 4 5 Try again Getting closer OK Almost there Perfect How many? How often? For whom? How long? How much? Time to develop? Resources to develop? Quality?
- 20. Prefer an agile L&D approach - Practice sharing Source: Genea L&D strategy FY2012 - Alexandra Lederer & Learning Curve Team
- 21. Prefer an agile L&D approach - Practice sharing LEARNING LABS Providing you with micro and continuous learning initiatives to support your professional development Join | Learn | Share Source: SiteMinder L&D strategy FY17 - Amanda Ngyuen & L&D Team
- 22. How embedded is L&D in our business transformations? Reflection, discussion & sharing How agile is our L&D approach?
- 23. Select relevant KPIs Aligned to strategy Easy to measure On a powerful dashboard Share with stakeholders at all levels
- 26. ‘Savoir-faire’ vs ‘faire-savoir’1. Be a brand2. Think multiple communications channels3. Mixed audience4. Keep It Short & Sweet5. Communicate, communicate, communicate
- 28. How well do we measure L&D? Reflection, discussion & sharing How well do we brand & communicate L&D?
- 29. What I’m trying to do...
- 30. Wrap up! Bye! 1 thing i’ll take back into my workplace 1 person I’ll keep in touch with 1 idea I got to do outside of work
- 31. Enjoy the ride & keep in touch: Alexandra Lederer alexandra.lederer@gmail.com linkedin.com/in/alexandralederer Design by Sarah-Louise Herring