This is a framework for L&D and enablement leaders to help them in determining the value that business unit leaders are seeking from their L&D function. L&D and enable leaders can use this framework as a starting point for assessing and refining what their value contribution is in order to become a valued partner to business unit leaders. To learn more about providing value as an L&D and enablement leader check out our webinar where this framework was derived from. http://bit.ly/2e3wW9C http://oxygenlearning.com/ Phone: (206) 629-6424 Email: connect@oxygenlearning.com

1. L&D Value Contribution Framework
BUSINESS CONSULTING
(SET THE VISION FOR SOLVING THE CLIENTS BUSINESS PROBLEM)
LEARNING EXPERIENCE
(ENGINEER BEHAVIORS THAT STICK)
DEPLOYMENT MANAGEMENT
(FACILITATION, WEB , LMSs, E-LEARNING, V-ILT TECHNOLOGY)
SUCCESS MANAGEMENT
(ORCHESTRATE RESOURCES TO PURSUE THE BUSINESS PROBLEM)
RELATIONSHIP MANAGEMENT
(SET & MANAGE EXPECTATIONS)
ASSET & CONTENT DEVELOPMENT
(MULTIMEDIA, REFERENCE CONTENT, COURSES, ETC)
OPERATIONS / SUPPORT / LOGISTICS
1
3
4
5
6
7
2
There are seven areas that have to work together against the internal customer journey

2. L&D Value Contribution Framework
It’s important to note that:
• Each of these components describes a distinct
type of value.
• Internal “customers” want full service value
found in these layers. Leave one out at your
own risk!
• Collaboration, focus, and prioritization are
critical within all components.

3. L&D Value Contribution Framework
Now, let’s briefly unpack the
components…

4. Going Forward: Identify L&D Value Contribution
(Relationships)
Problem example: Fixing Onboarding
RELATIONSHIP MANAGEMENT
Take ownership of and understand
the problem; develop skills internally
Build key relationships; have a
people-centric lens
What Problem are You Solving?
1
OPERATIONS / SUPPORT / LOGISTICS
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5. Going Forward: Identify L&D Value Contribution
(Approach)
Business Consulting
Success Management
Learning Experience
How Do You Work?
Act as a performance consultant to
business problems – an outside-in
thought leader
How progress is being made and
sticking with initiatives
End-to-end experience transforming
people, producing results
3
4
2
OPERATIONS / SUPPORT / LOGISTICS
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6. Going Forward: Identify L&D Value Contribution
(Outputs)
OPERATIONS / SUPPORT / LOGISTICS
Asset & Content Development
Deployment Management
Develop the right techniques and
approaches to agile production
5
6
What are you producing?
Follow up/managing assets and content
in the field
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7. Going Forward: Identify L&D Value Contribution
Operations / Support / Logistics
Carve out time for “whitespace” to be
creative
7
Notice how this appears underneath each
of the other 6 areas in the previous three
slides.
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8. L&D Value Contribution Framework
Clip the next slide for your full version
of the L&D Value Contribution
Framework

9. Think it Through: What’s Your L&D Value Contribution?
Taking ownership of and understanding the problem; develop skills internally.
Building key relationships; having a people-centric lens.
Acting as a performance consultant to business problems – an outside-in thought
leader.
How progress is being made and sticking with initiatives.
End-to-end experience transforming people, producing results.
Developing the right techniques and approaches to agile production.
Following up/managing assets and content in the field.
Carving out time for “whitespace”.
What Problem Are You Solving?
(Example: “Fix Onboarding”)
BUSINESS CONSULTING
(SET THE VISION FOR SOLVING THE CLIENTS BUSINESS PROBLEM)
LEARNING EXPERIENCE
(ENGINEER BEHAVIORS THAT STICK)
DEPLOYMENT MANAGEMENT
(FACILITATION, WEB , LMSs, E-LEARNING, V-ILT TECHNOLOGY)
SUCCESS MANAGEMENT
(ORCHESTRATE RESOURCES TO PURSUE THE BUSINESS PROBLEM)
RELATIONSHIP MANAGEMENT
(SET & MANAGE EXPECTATIONS)
ASSET & CONTENT DEVELOPMENT
(MULTIMEDIA, REFERENCE CONTENT, COURSES, ETC)
OPERATIONS / SUPPORT / LOGISTICS
1
3
4
5
6
7
2
www.oxygenlearning.com
Each of these
components
describes a distinct
type of value.
Internal
“customers” want
full service value
found in these
layers. Leave one
out at your own
risk!
Collaboration, focus,
and prioritization are
critical within all
components.

10. Take Action!
10
Pick three people in your organization, none of whom are in the
L&D/HR function. All three should be in a line of business function –
ideally, individual contributors.
Ask them these three questions:
• Tell me what your onboarding experience was like.
• Where do you go to learn?
• What help do you wish you had that would help you be more
successful in meeting your goals?
See how those align to what you learned from the framework.
• What gaps in your function and role do you notice?
• What can you do to continue educating yourself and aligning
yourself with the business to support business outcomes?

11. L&D Value Contribution Framework
Learn more about this by viewing
the webinar here.

12. • Oxygen Learning designs and delivers enablement solutions linking business strategies to
business outcomes. Our results-driven approach creates workflows that align with your CEO’s
agenda for sustainability and growth.
• Through our learning-based approach, we improve your team's mindset, helping you move as one
toward better business practices. We're passionate about learning and continuous self-
improvement, measuring progress at every stage and altitude.
• We accomplish this by implementing frameworks, systems, and a host of tools on a variety of
platforms that disrupt, provoke, and question. We work with you and your team to create
performance breakthroughs; the kind that change employees, companies and bottom lines.
About Oxygen
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13. L&D Value Contribution Framework
Thank You!