Five considerations when building an effective L&D strategy
Creating a strategy doesn’t need to be a complicated process but it does require a good amount of research, consultation, and analysis.
1) Clarify all requirements with internal stakeholders
Creating a learning and development strategy suitable for all employees requires input from more than just the L&D and HR departments.
Consulting with various internal stakeholders such as employees and managers will allow for their unique perspective to be included and it will also help to manage their expectations when it comes to the creation and implementation.
Employees – Don’t skim over the insight and input of your employees, after all, they will have a solid idea of the skills and knowledge required to do their roles successfully.
Managers – Managers are good at identifying skill gaps across their teams, so utilise this knowledge and ask for their opinions on what skills and knowledge they deem essential across the organisation.
2) Make sure your strategy aligns with business goals
It’s easy to look at another company, see their success and simply copy exactly what they are doing in terms of their learning and development strategy.
However, although this may be tempting, simply put, no two companies are EXACTLY the same, so what works for one, won’t necessarily work for another.
While it’s completely fine to draw inspiration from other companies (we speak more about this later), it’s important to look at the state of your company, the goals, objectives and needs of the staff, and build a strategy that works to meet these considerations, rather than someone else’s – you will be much better off!