From the course: Organizational Learning and Development
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Being a strategic L&D partner
From the course: Organizational Learning and Development
Being a strategic L&D partner
- Does this sound like the origin story of L&D in your company? Founders hire new employees. Soon, HR is created to address things like compensation, benefits, payroll, and employment law. HR's key focus is managing risk, so any learning often appears in the form of compliance training, then comes management training to address problems sparked by the actions of ill-equipped managers. Here's where we typically see a real L&D department start to take form. Now, compliance and management training are important programs, but they represent only a fraction of what learning can do. If you're deliberate about shifting L&D to be more strategic, you can move beyond risk mitigation. In the last chapter, we learned about forging partnerships with leaders. You'll do that by setting up consultations, understanding their needs, and digging into the current state. But don't stop there, ask about the ideal state, discuss what sets top performers apart, and how to replicate their success. Create a…
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