Becoming a Business Partner: How to Position L&D Strategically

You're working hard in L&D, but being undermined by the business. Sound familiar?

It may not be deliberate, but business stakeholders are buying and organizing training without going through L&D. They are launching mandatory courses or launching leadership learning initiatives and leaving the L&D department out of the loop.

This impacts learning in your organization. Employees are overloaded with e-learnings and trainings with no coherence or quality control, they lose interest fast, and L&D’s reputation is at stake. 

How can you regain control?

The answer is not to police that existing activity. Instead, identify who’s involved and why they are doing it and what is their attitude towards L&D. Let’s get them involved and use that energy to build relationships and influence that you shift L&D from the sidelines to center stage.

In this session we will start by analyzing your learning organization’s current architecture. What’s your current situation and where do you want to be? How can you organize learning so that L&D is doing exactly what it is good at: Supporting learning in the organization, using the knowledge and expertise of the business. You are choosing to collaborate instead of competing or working against the business. 

The result? You create ambassadors for learning in your organization, reposition L&D and get that seat at the table.

Let’s stop the fragmentation—and build a smarter, stronger learning organization together.