Repositioning L&D Teams

Our Shaping the Future of L&D series takes a look at the ever changing world of L&D, compiling insights and research from industry experts, to help you progress on your L&D journey. Hear from our experts below.

Shaping the Future of L&D

As part of the final series of 'Shaping the Future of L&D', we've gathered the latest insights and research into Repositioning L&D Teams.
We interviewed the following thought leaders to gather their opinions.

Michelle Parry-Slater, Learning and Development Director at Kairos Modern Learning
Myles Runham, Independent Consultant at Myles Runham Digital & Learning 


Managing through change_building relationships in new teams

Repositioning L&D Teams

1. Repositioning Learning

L&D leaders often face a misperception from other departments that traditionally view L&D as order takers of training requests. However, they must enhance their strategic influence through living their organisational values, aligning better cross-functionally, using business analytics, and elevating strategic performance management.

2. Creating a Learning Culture

To create a learning culture, businesses need to recognise the difference between skills and behaviours. Define the behaviours you want and the behaviours you don't want and design your culture to produce those results. It also means using Blended Learning to maximise options. Face to face learning allows hands on application and collaboration whereas e-Learning offers flexibility and empowers people to learn at their own pace. Combine the two to effectively achieve your learning objectives.

3. The Benefit of Involving Learners

Involving learners can actively encourage responsibility. It is expected that individuals need to take more responsibility for their own personal development plans but only 44% of learning leaders are proactively encouraging them to do this.
Source: 'The Transformation Journey 2019'

4. Linking Learning to Marketing

Today, marketing and L&D departments share the same side of the table, both searching for ideal engagement strategies. Because L&D professionals and marketers have similar goals, they can adopt each other's tools. In other words, L&D specialists have a wealth of possibilities waiting for them in the world of digital content marketing.

Michelle Parry-Slater

Key points

  • Organisations need to create the right environment for learning. Do staff have permission to learn?
  • L&D need to care about the overall organisation’s goals and the organisation needs to care about L&D goals.
  • L&D needs to communicate with the wider business about the problems they are facing.
  • The L&D teams skill sets need to shift to performance based.

“Speak to all the stakeholders within the business and really understand stakeholder engagement”

Myles Runham

Key points

  • We need to move towards solving problems rather than creating. We need a consulting mindset and focus on using evidence on what’s not working.
  • L&D need to have a good relationship with influencers and seniors within the business.
  • You don’t need to focus on the cleverest learning design. Instead focus on the outcomes.
  • L&D teams to continuously re-invent themselves.

“Focus on your learners and where they are failing. Have a problem solving mindset”

Shaping the future of L&D

What's coming next?

We all know that the pandemic has had a huge impact on the Future of L&D, so to find out more we surveyed over 2,000 learners to see how their expectations of learning have changed. We are currently working on analysing these findings and producing three reports, in partnership with a number of industry experts again. These will cover:

  • Creating training to suit the learner – How have learners’ expectations changed and what is their ideal learning experience? With so many new learning styles available, how do organisations create a compelling learner journey?
  • The importance of investing in your learners – Who should be responsible for learning, the employee, employer or both? In this report we look at the importance of investing in learners and the benefits of being invested in.
  • The future of digital learning – COVID changed how businesses are working, and with this change the L&D industry have had to adapt. What does the future hold and what do companies need to consider in order to make learning an effective part of their employee’s everyday work?

If you would like to register to receive these reports or any other resources to help fast track your L&D efforts register below.

Speak to our team

With over 25 years’ experience in designing and building digital training we know exactly what it takes to create high quality, high value learning experiences whilst ensuring our training is cost effective. We believe in keeping things simple. In designing training that saves time, drives real behaviour change, and still gets results. Through our Human-Centred design approach we create exceptional learning experiences that bolster the knowledge, skills and confidence of your business’s greatest asset, your people.

Why not speak to one of our Learning Consultants today to find out how we can help you craft learning and development paths that align to your businesses' goals?