The toughest question facing L&D leaders today

Did that training really work? For L&D leaders, it’s a question and source of anxiety that often comes up.  

Measuring impact remains a complex subject in L&D, and many of us still struggle to reliably demonstrate the success of our training programs. So, what’s getting in the way? Well, lack of alignment between L&D and the business, trying to measure too many things, and scarcity of talent or expertise for impact analytics—these are just a few of the obstacles L&D teams often face.

Fortunately, there is a strategy to prove the desired impact of our training solutions, and it all starts with having the end in mind. After all, if you don’t plan for impact in the beginning, you’re going to have a hard time trying to measure it at the end.

That’s why aligning learning solutions with business goals from the get-go is so important, as is chasing the data that will prove the ROI of your training interventions.

Does measuring your impact keep you up at night? Join our community of 2,800+ learning leaders in the L&D Collective for the best advice and insights or reach out to us on LinkedIn, Facebook, and Twitter. 

Despite L&D being a mature profession, predictably and reliably measuring the impact of training solutions is a major challenge for many organizations. Why? According to Kevin M. Yates in this week’s L&D Podcast episode, there are three blockers in the way. Here, David James and Kevin unpack these obstacles in more detail and share how you can finally measure impact successfully.

Once and for all

There is no doubt that clear and present skills gaps are a challenge for L&D leaders worldwide. In fact, 64% of L&D professionals say upskilling and reskilling the current workforce is now a top priority. Employee development plans are an effective way to bridge skills gaps with collaborative learning. Here are the seven key steps to creating successful talent development plans in your organization.

Planning for the future

Beyond just engagement metrics and net promoter score, how can we really show the impact we’re making with our learning initiatives? In this episode of CLO David James’s L&D Master Class, he breaks down four key steps to proving real impact as a strategic business partner, including matching learning with enhanced employee performance and being transparent when you’re falling short. 

Brace for impact

Including your branding in your training courses could be the best decision you’ll ever make. But why does it pay to promote a cohesive and consistent visual identity across all your training resources? In this article, we share four great reasons why you should brand your learning and development materials, and six ways to help you get started.  

Putting your stamp on it

Organizations have every right to embrace digital transformation. But the evolution of new technologies also presents businesses with an increased risk of cyber attacks. As an L&D leader, it’s critical to work alongside your business partners to design and deliver cyber security training and foster a culture of awareness. Here’s how to make that a reality.

A real threat

Joei from 360Learning

P.S. If you have any questions or feedback, hit reply – I read every email and will get back to you personally. 

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