Check out these 10 actions we have put together to make your Learning and Development BOLDER.

1. ​10 ACTIONS TO
MAKE YOUR
L&D 10 TIMES
BOLDER

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Experiment more
Management inevitably prefer
comfort over risk, so are
reluctant to sanction any
experimental initiatives.
It’s best to experiment under the
radar and ask for forgiveness
afterwards if your initiative
doesn’t work out so well.
1.

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Fight for Management
Recognition
The trick here is to get C-suite
recognition.
If you can somehow involve
management in your training
programmes (including line
managers) then they will have a
closer insight into what you do and
are more likely to value it.
2.

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Make your
communications fizz
Interact with your learners and try
to understand more about what
they need.
You’ll find a healthy dialogue not
only improves your offering, but
also increases enthusiasm and
commitment to training initiatives.
3.

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Ask every person who
demands training to
define how it will
address key business
performance targets
Learning should never be a ‘tick-
box’ affair. The best learning
happens when people are invested
in it because it fulfils a specific
objective with a clear set of
outcomes.
If the person requesting the
training cannot identify their
objectives then the training is likely
to fail, resulting in a waste of time
and money.
4.

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Don’t accept the
excuse your
organisation is
unreceptive to change
Most people will accept change,
and even be enthusiastic about it,
if you pitch the reason for change
and paint a seductive vision of the
outcomes.
You should also allocate time and
resources to manage change.
5.

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Persuade
stakeholders that,
without learning and
development, we
cannot achieve
success
The status of L&D within your
organisation will depend on how
well you promote it.
If you do mediocre work, that
status will be diminished. You
should be X10 bolder in your
ambitions for your team.
If your function has an element of
excitement about it, then you can
expect its status to skyrocket.
6.

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Align L&D closely
with the core the
business and
broaden the HR
function
L&D is as integral to business
operations as any other
department.
To guarantee this, you should get
HR business partners and L&D
personnel to share insights about
different work contexts, the diverse
learning landscape and
professional needs of the
business.
7.

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Persuade the board
that L&D influences
key drivers in the
business
When management connect L&D
initiatives with actual results,
you’re more likely to get buy-in.
Go to a meeting armed with a
clear set of data that demonstrates
return on investment.
And keep at it until the message
gets through.
8.

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Ask what tools people
need to do their job
faster & better
Talk to your people and ask them
what kind of topics/areas of
expertise they need training for, as
well as the tools they need to
make it happen.
9.

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Become experts on
how people learn
Having a clear understanding of
how learners learn is integral to
the L&D function.
Gather as much data as you can
and share it with colleagues to
back up the rationale behind your
initiatives. In turn, this improves
motivation.
10.

12. Thank you!