Do You Link Learning and Business Performance?
We have yet to meet a front line leader that does not want to link learning and business performance. One of the major components of an effective talent management strategy is promoting the kind of learning that makes good business sense. It’s all about making the link with business priorities.
Make an Impact on The Business
Today’s learning leaders who want to make an impact on people and business performance understand that learning is no longer simply about one-time training events, well-crafted content or alluring delivery modalities. To make an impact, corporate learning leaders must link learning and business performance to help move the people and business strategies forward.
Otherwise, What Is The Point?
Imagine learning that does not link learning and business performance or move the people and business strategies forward. That type of learning would not be highly relevant to the employee’s job, performance or company priorities. Unfortunately this happens more than you think.
According to Harvard Business School Professor Michael Beer,
We could not agree more.
Three Tips to Link Learning and Business Performance
Follow these three talent management tips to better link learning and business performance to help learning make a true and positive difference at your company. Make the link between:
1. Make The Link Between Your Role and Leadership
Learning professionals can and should play a critical role in talent management. To do so, they must earn a seat at the executive table by showing how each learning initiative is relevant to:
Training should not be a series of isolated events you can check off a list; training should be highly relevant, customized and reinforced to directly boost performance where it matters most.
2. Make The Link Between Learning And The Business Goal
Work with company leadership to define and understand the critical few strategic priorities and how improved skills, behaviors or knowledge will directly move them forward.
You would be surprised at the number of isolated training events being designed and delivered at companies today with little link to the business. You will know you are on the right path from a learning and development perspective when your key stakeholders agree upon the answers to the following questions:
3. Make The Link Between Learning And The Employee Experience
Based upon over 500,000 employee engagement survey responses, we know that continuous learning has a direct impact on employee engagement, productivity and retention. When employees are continuously given opportunities to develop and grow, they feel that their company values their contribution and that they have a desirable career path ahead. Engaged employees make up a dedicated, hard-working, productive workforce.
You will know you are headed in the right direction in this area when employees believe their job gives them a chance to learn and grow.
The Bottom Line
Our organizational alignment research found that Talent accounts for up to 29% of the difference between high and low performing organizations. We define talent as the workforce that leaders build and manage to create a unique advantage their competitors cannot replicate. It includes the ability to effectively attract, develop, engage and retain top talent that fits your unique situation.
Unfortunately, organizations continue to spend (and often waste) billions of dollars each year on training and development for their employees – programs that typically fail to produce tangible behavior change or business results. To better develop talent make sure you link learning and business performance.
To learn more about how to link learning and business performance, download the Top 5 Training Strategies and Key Mistakes To Avoid
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Director Human Resources
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Margaret M. Mader
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