Contents and Introduction

“[L&D] programs both ensure that employees have the skills and capabilities necessary to do their jobs well, and demonstrate to those employees that their employers believe they are worth investing in—ultimately boosting company culture and fostering greater commitment to the organization.”

Source: Harvard Business Review

Introduction

Building a thriving culture of learning is a powerful investment in your organization’s growth. When your Learning and Development (L&D) team is properly supported and resourced, they enable learners to deepen their skills, enhance their knowledge, foster a strong company culture, and improve business performance.But all too often, leadership fails to set these teams up for success. They may focus solely on L&D software while overlooking staffing and resourcing needs—or vice-versa. Even when leaders invest significantly in their hiring and software needs, they may fail to properly align those teams with company goals and objectives.Whatever the case, the impact is clear. When leadership fails to properly resource and align L&D teams, they risk missing out on the groundbreaking benefits of effective learning, including increased learner retention, bolstered efficiency, and deeper skill sets.While there isn’t a catchall solution to organizational success with L&D, there are key building blocks you can assemble to set up a successful learning foundation. Use this guide to take stock of your overall L&D strategy, from the e-learning tools you use to the company goals you set. Plus, get actionable tactics for filling any gaps—all to maximize the return on investment (ROI) in your L&D team.

Where do you see room for improvement in your organizational learning?
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Setting actionable goals
Increasing ROI
Measuring desired outcomes
Purchasing the right software
Hiring the right people