REALITY?
• Your L&D Budget is facing a
major cut – yet again!
• Your department will be absorbed
by the generalist HR Dept
• You are compelled to simply
facilitate Compliance Training
• You are surrounded by ‘lip service’
Organisation Business Strategy
Learning
Organisation
L&D Strategy as an enabler
of that Business Strategy
L&D Strategic plan
Strategic Direction
•Approach, Priorities,
Common Language
• Business Outcomes
‘Be’
•The L&D Story
Strategy in a non-learning
environment.
The strategic direction
highlighted our success will
be judged upon
convenience of experience.
The vision for this company
is that retirees to choose to
spend their autumn years
with ‘Out to Pasture’
Previously we had not
considered the importance
of convenience.
‘Strategic Objectives’
SUCCESS!
‘Linkages’
SUCCESS!
Which strategic questions should you
be asking now, for your L&D Story?
‘Do’
•Business vs Busy-ness
The action will enable the
business outcomes!
Measure
•What does the
evidence show we
have achieved?
The
Strategic
Flow
Do you
have a
need to
change?
Common Opportunities for Improvement
for L&D Specialists
•Relationship-building with
key stakeholders; let them
drive their needs through
your services
•Persistency
•PR L&D’s contribution to
business results. Be proud
of evidence!
Common Opportunities for Improvement
for L&D Specialists
•Speak the language of the
whole organisation –
common and shared
goals....
•Keep asking questions at
every stage – open minds
seek to learn, seek to grow!
•strategically place L&D
•add value to a business
Debbie Nicol – Managing Director