By building your internal consulting skills as a learning leader, you will be positioned to partner with stakeholders to deliver more effective training.
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Internal consulting skills give learning and development leaders the tools they need to partner with business executives for more effective training.
Learning leaders are also business leaders in need of strong internal consulting skills. This episode of The Business of Learning offers insight on how to become an effective internal consultant for more impactful training.
The most important skill I developed was how to build empathy for the customer's challenges. Listening closely and dialoguing with the customer was the key.
The Comprehensive Internal Consulting Model describes the five phases that help position learning leaders as credible internal consultants to the businesses they serve.
As L&D professionals, we need to respond to digital disruption. This response requires that we align L&D to business and learner needs, which means ensuring that there is a clear line of sight between L&D and organizational performance.
Congratulations! You’ve convinced senior leadership to sign off on a central learning strategy. Now, how will you make sure the strategy is aligned with local business needs?
Have you heard the word “coachsulting” and wondered, “What buzzword will people come up with next?” You’re not alone! The term is new and refers to people who have skills of both consultant and coach.
Regardless of the form of the request, the most important predictor of your solution’s success or failure has nothing to do with the training itself. It’s how you manage the initial contracting for the engagement.
Learning leaders often act as performance consultants to stakeholders in their organizations, and consulting is one of the key competencies in the Training Manager Competency Model™.