Winning L&D Budget Approval – Developing a Compelling Training Program Business Case

Winning Learning and Development Budget Approval - L and D Generous

Do you know how to develop a winning business case for a Learning and Development initiative?

This is actually an article that I first posted some time ago on another forum. However, I often get asked about winning L&D budget approval (indeed, I quite often work with clients on developing a business case for approval), so I thought it would be worth posting again here on L&D Generous. It’s a bit longer than my usual posts but, hopefully, worth the read.

What they didn’t tell you when you took your first Learning & Development role

There’s a good chance that when you started in your Learning and Development career, no one told you that one of the important abilities you’d need is sales. However, there’s simply no getting away from the fact that to win approval for your training strategy, you’ll often need some pretty decent sales skills.

But, as any experienced, professional salesperson will tell you, to win the approval Continue reading

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What’s in a name? How might the name of your learning resources affect engagement?

Naming Training Programs - L and D Generous

Does the name of your capability development initiatives impact on engagement?

I was recently thinking about the unavoidable fact that some people resist any initiative labelled ‘training’ or ‘learning’…indeed, some people seem to be actively anti anything to do with training/learning.

We can debate the possible reasons for this (e.g. terrible experiences in school, thinking they know it all already, not seeing capability development as a priority, people who ‘don’t like being told what to do’, etc) but the harsh reality is that there will always be some people (sometimes many people) who just react negatively to anything with the words ‘training’ or ‘learning’ (or similar) in them.

Now, there’s a lot we can do to overcome such objections Continue reading

Capability Development by Stealth – What subtle initiatives can you use to encourage and support organisational capability and cultural goals?

Capability Development by Stealth – What subtle initiatives can you use to encourage and support organisational capability and cultural goals?

Developing capability and culture by stealth…

So, my recent article ‘Is this the best L&D related advert ever?’ about Sodastream’s ‘Join the Revolution’ video prompted a completely reasonable question from one reader… ‘Yes, it’s a clever recruiting video that’s well executed with clear culture messages, but I’m struggling to see how this is a Learning and Development video’.

A fair point and one that actually opens up a much wider question about the additional strategies that can be employed to encourage and embed our organisational capability and/or cultural goals.

Before I expand on that, here was my response to the original question… Continue reading

Seven Simple Ways to Help Your Business Function Leads Develop their Teams

Seven Simple Ways to Help Your Business Function Leads Develop their Teams - L and D Generous

How can you help you function leads develop their team members?

From HR and Marketing through to Sales and Accounting, the role of a function manager is an extremely challenging one and, whilst those managers can be highly skilled and experienced, research suggests that they often feel under-prepared and/or overwhelmed in regard to addressing their team’s capability development needs.

Here’s a few simple strategies for helping them identify and address their team members’ capability needs and, as a result, decrease workplace stress, anxiety and dis-engagement and increase positivity, performance and productivity : Continue reading

Are you working in the right place to achieve your L&D aspirations?

Learning and Development Aspirations - L and D Generous

Is your organisation giving you Learning and Development Heaven or Hell?

Ok, this one’s a toughie because A/ for some people this might be bit too close to the bone and B/ given point A, I’d be lying if I was to say that I wasn’t a little concerned that I might be overstepping the mark here. However, I believe it’s a question that all of us should ask ourselves (not just L&D people by the way, anyone and everyone should ask themselves this question if they want to achieve a sense of workplace fulfillment, positivity and contentedness).

Almost without exception, everyone I know that works as internal Learning & Development Managers, Co-ords, Admins, etc are truly passionate about assisting their workforce members develop their knowledge and capability. However, it’s an unfortunate fact that not all of them are given the resources (i.e. support, budget, staff, etc) to do a decent job of it, making it difficult to achieve a truly meaningful learning program and/or impact on the organisation.

The worst of it is Continue reading

Universities aren’t agile and flexible enough to deliver to the private sector…right!?!

University Programs for the Private Sector - L and D Generous

Are Universities still just slow and inflexible providers of nothing but the MBA?

It’s something I hear fairly often…“Universities aren’t agile and flexible enough to deliver to private sector organisations…and they only offer the MBA anyway”.

Well, for the most part that certainly was the case but is it still true?

Like so many things, it’s not as simple as a straight yes or no answer.

There’s no getting away from the fact that many (probably most) Australian University Business School’s are still stuck in their ‘do it our way or no way’ mentality, often making it difficult for full-time employees to attend workshops, zero contextualisation, no non-accredited programs, etc. Indeed, the fact that a University needs a Business School for many of the important global rankings means that many simply operate them as a loss-leader with no real desire to change or create a meaningful value proposition to the private sector.

However, that’s not true of all of them. Continue reading

Why on earth would organisations REDUCE training spend when retrenching staff?

Why not to reduce training spend - L and D Generous

Confused? You will be!

Ok, yesterday’s post ‘How many L&D/OD jobs are there in Australia, where are they and how to they relate to L&D spend?’ got me right back on my high horse about one of my massive Learning & Development related bug-bears. That being, WHY ON EARTH WOULD AN SLT REDUCE TRAINING SPEND WHEN RETRENCHING STAFF!?!?!

Now, I realise that I’m almost certainly preaching to the choir here and, being a self-confessed L&D tragic, possibly a bit biased, but here’s my thinking…

What happens in a downturn

Continue reading