One of the biggest L&D obstacles is getting executive buy-in and funding for learning initiatives, tools, and experiences. One of the best skills a learning practitioner can have is to influence without authority. It is also one of the toughest to master.
Part of the time management conundrum is the moving parts. Timeframes, last minute requests, controlling your own schedule, and much, much, more. Similarly, L&D faces these challenges and effective leaders do these five things to maximize the organization's value.
The name of the corporate learning and development department has changed several times over the years. It has been called Training, Training & Development (T&D), Learning & Development (L&D), and most recently, Performance & Development (P&D).
Last post covered the Customer Segments section of the Learning Model Canvas (LMC). Once you know who L&Dâs customer is, you need to know not only what they want, but what success looks like. This is the focus of the Business Outcome portion of the LMC.