3 Tips to Link Learning and Business Performance

Link Learning and Business Performance

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,

  • Studies have shown that only 10% of corporate training is effective
  • An oil company built a $20 million safety training facility but still suffered several fatal accidents
  • Individual development has to take place in the context of a larger change process motivated by the senior team

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:

  • The participants
  • Their bosses
  • The business as a whole

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.

  • For example, if reducing turnover of first year employees is a strategic priority, more effective new employee onboarding may be an effective learning solution to improve employee engagement, attrition and speed to productivity.
  • If, on the other hand, one of the top strategic priorities is to sell more complex solutions to target clients, sales training could be an effective component to improving revenue growth.

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:

  • What are the desired business and learning results?
  • How specifically will the training initiative help the target audience achieve one of the company’s top strategic priorities?
  • How will you know that success has been achieved?
  • What business metric are you trying to impact?
  • How big is the problem you are trying to solve compared to other strategic priorities?
  • What makes you believe that skills, knowledge, or attitudes are part of the solution?

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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Judith Onton
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For our go to training outsourcing partner, LSA provides exactly what we want. As always, they deliver outstanding work!

Elizabeth Siebert
Director, Organizational Excellence & Development

Intuit

We value our relationship with LSA Global. We came to LSA because we wanted to improve overall behavioral based interviewing capabilities of our managers to increase the probability of both hiring top talent and future leaders. LSA designed a highly customized solution for our business and culture. We are currently rolling out this solution to our leaders. I would highly recommend LSA Global as a top quality resource.

Rae Phillips
HR Project Manager - Training & Development, PHR

LSA’s Employee Engagement Consulting and Survey work has provided critical visibility into: how well our people are holding up under the general economic environment, as well as, the specific challenges that face biotechnology companies in their efforts to discover and develop new medicines; their level of alignment and commitment to XOMA’s Vision and mission critical strategies; how leadership practices and management systems support an environment that engender commitment, and the specific actions that our leaders can take to improve on areas that are important to our people. I highly recommend LSA’s employee engagement solutions.

Chris Wells
Vice President, HR and IT

We signed up with LSA early on–as their 22nd Member! Since then, our organization’s learning needs have increased and decreased and increased again with the changing times. The beauty of the LSA business model is its flexibility…when we needed to supplement our own internal resources, we used LSA services knowing that we could depend on the outstanding quality of the leadership development and management training programs they provide.

Margie Bunting
HR Manager

We consider LSA Global our outsourced learning and development partner. We worked closely with LSA to customize a management development program to meet our growing business needs. I would highly recommend LSA to any company wanting to deliver quality learning solutions.

Terri Wright-Scheer
Vice President Human Resources

I’ve been associated with LSA for the last 8 years and have found them to be an extremely professional, well managed full service training organization. Since working with LSA, I’ve participated in a number of solutions ranging from Performance Management to Assertiveness Training – I’ve found that the quality of the resources is superior. They are well prepared and have definitely done a considerable amount of pre-work in order to customize our culture and business into the total learning experience – making it most beneficial for our employees.

Duane Schroeder
Human Resource Manager

LSA’s customized Effective Presentation Skills program has helped me elevate my presentation skills to the next level. I now have a much greater self-awareness of my presentation skills and can leverage off of my strengths while working to improve upon other areas. I would definitely recommend this solution to anyone for whom business presentations are an integral part of their job.

Jim Elliott
Senior Marketing Manager

Samsung

LSA’s consultant designed and delivered a half-day team building solution for our recent conference. It included careful customization to integrate the design with our new mission and values. Everyone had fun and identified key issues with our teamwork. Altogether a great program!

Bob Ward
Director of HR

What a personal and professional pleasure it has been to Partner with LSA. They are truly a strategic partner with Wyse. For more than 5 years, LSA has been engaged in delivering various training and development solutions for Wyse, from custom on-site programs targeting specific core competencies, to working individually with clients to build job skills, and offering invaluable services to me and my team as we continue to build our learning programs. LSA’s representatives do more than sell a product, they offer a full service solution: they understand our business, our strategic initiatives, and the needs of our customers.

Jeff Rangel
Director of HR

I continue to be impressed by the level of leadership development and management expertise and quality of advice and facilitation that LSA has to offer. What a smart and client-centric group of great people who really know how to help leaders attract, engage, develop and retain top talent.

Tracy Esposito
Director, HR Business Partner

On behalf of Roche and my staff I would like to sincerely thank you for your help with this. The English as a Second Language (ESL) assessment and coaching that you provided for our team was a great success.

Cam Greig
Associate Director

Roche

We partnered with LSA to pilot a customized behavioral interviewing program to help ensure that we continue to hire the best and brightest as we continue to rapidly scale. LSA’s ability to understand our business and our unique culture combined with their desire to ensure that the best practices framework truly fits our performance environment and is highly adopted by our people is a real blessing. Most other firms want to just ‘give you training.’ Not LSA, they are focused on helping me hit our hiring forecasts and attract A players.

Jennifer Remling
Director of Global Recruiting

AKQA

Working with LSA Global has proven to be extremely valuable and worthwhile. LSA understands our business, has deep expertise in content areas, and tailors the programs to deliver great results. The facilitator was extremely knowledgeable about Working Globally with India and her energy and passion made the session interesting, fun, and enjoyable for all that attended. The participants walked away extremely pleased along with highly useful practices and tools. I would highly recommend LSA Global to any company that has partners or offices in India.

Glenn McGillivray
Human Resources Business Partner

Intuit

What a refreshing change from the half-baked psycho-babble you normally get from training and consulting organizations. LSA gives you the practical and results-oriented assistance you need to define and reach your goal.  They provide a results driven plan – not just a temporary fix. They are great to work with, and even more importantly, they “get it!”

David Fiano
Vice President Human Resources

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