L&D Disruptors Toolkit Part 2: How to align learning strategy to business strategy
THREE KEY STRATEGIES FOR LEADERS IN LEARNING AND BEYOND
What is the L&D Disruptors Toolkit?
This series is part of the L&D Disruptors Toolkit, where we’re sharing these tools to help learning leaders everywhere become L&D disruptors. If you already consider yourself an L&D disruptor, we hope this series helps you continue to hone your skills and refine how you approach executing your learning programs. And if you’re not an L&D disruptor yet, these tools should help you move along your path toward becoming one.
What You'll Learn:
L&D Disruptors Toolkit Part 2: How to Align Learning Strategy to Business Strategy
- Understand the Business: Learn how to diversify your inputs—from cross-functional leadership insights to direct learner feedback—to gain a deep understanding of your business landscape.
- Connect Learning to Business Goals: Discover strategies to link your learning initiatives directly to the business transformations your organization needs.
- Focus on the Right Outcomes: Gain insights on how to measure and demonstrate the impact of learning, from qualitative data to concrete capability acquisition.
Why Download the Toolkit?
- Exclusive Insights: Gain access to strategies and best practices from top learning leaders who are reshaping the industry.
- Practical Tools: Utilize checklists, templates, and questions to effectively engage and secure buy-in from internal stakeholders.
- Proven Success: Learn from real-world examples of how leading organizations have successfully sold their learning initiatives internally.
Get Your Free Copy Now!
Ready to transform your learning strategy? Download your free copy of the L&D Disruptors Toolkit: Part 2 now and start building a robust learning culture that drives success and innovation.
Are You Ready to Align Learning with Business Strategy?
As one VP of learning at a large financial services firm told us, “Learning is a gradual process that requires time and patience. It involves building capabilities incrementally and should not be rushed for the sake of instant results.”
So, even as you advocate for learning’s strategic role in the wider business, don’t shy away from––as one learning disruptor we spoke with put it––“owning your power” as an L&D expert. Show how learning is essential to the business, but do it in a way that sets your company, and your learning initiative, up for success over the long term.
Ensuring your learning strategy is aligned to the needs of the wider business is one of the most important things you can do as a learning leader. And it’s especially important when your business is undergoing a significant transformation. How do you make sure that your learning helps employees navigate change and gain the new capabilities necessary to thrive?
One L&D disruptor told us she advises learning leaders to think of themselves as “learning business partners.” When you conceive of your role in this way, she explains, “You're working a little bit closer to the business, understanding their needs, and thinking more about career paths.”
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