Companies rely on training to upskill employees and drive culture, but many, if not all, learning and development (L&D) organizations face obstacles to successful training.
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Learning and development (L&D) leaders must navigate a variety of obstacles to ensure training is delivering what it's supposed to: business impact.
L&D leaders are aware of the value learning brings to an organization, from closing skills gaps to improving organizational agility. However, getting executives to see that value, and getting individuals to make time for learning, is a different story.
By showcasing the ROI of L&D and, in turn, proving its value as a function within the organization, internal champions can help learning leaders gain the executive support and buy-in they need to deliver learning initiatives that drive change.
Training Industry, Inc. research found that as the workforce continues to grow and change, the learning and development (L&D) function is challenged with providing learners with consistent and relevant training.
With multi-modal training programs becoming more common and with so many modalities emerging, it is critical for learning leaders not only to understand these modalities but also to know how to effectively use them to drive learning and business results.
In order to connect learning to behavior change, L&D leaders must identify the key skills and behaviors that need to change and then determine the appropriate strategies and tools to reinforce the development and sustainment of those skills after training.
There are many challenges facing learning and development (L&D) professionals today. According to a Training Industry, Inc. research report, about one-third of survey respondents identified content relevancy as a challenge within their organizations.
Many learning and development (L&D) professionals are responsible for leading a function while also pursuing their own professional development with limited access to resources.
Training Industry, Inc. research has found that many learning and development (L&D) professionals must achieve their goals with limited access to resources. They are finding ways to strategically plan around these limitations to do more with less.