Using data for stakeholder management

- Most stakeholders approach their L&D Departments as order takers. They tell us what learning they need, and we are expected to deliver. Sometimes if we're lucky, we can do performance consulting and evaluate the true performance gap. Unfortunately, time is a precious commodity, and stakeholders may not be willing to have this type of discussion. So how do you change the conversation? Data reveals insights. So come out of the conversation with data, so you're able to present stakeholders with truths that confirm or challenge their opinions. Likewise, you can help your stakeholder better understand the emerging needs of their business before they're even aware of them. And when done properly, you can help stakeholders maximize their investment in learning. This elevates you from order taker to trusted business adviser. The next time you meet with a stakeholder make sure you have the following pieces of data available. Search terms Ask IT for a daily report on what people are searching for on your internet or social platforms. Stakeholders think they know the performance gaps for their businesses, but sometimes they might have a bias or these insights come too late. If you can show what people are searching for, you have valuable information about what people need in real time. You could even be proactive and notify stakeholders when you see trends for their lines of business. They might not even be aware of the need Time of day or week most active Stakeholders usually have an idea of when they want to launch a piece of content or course based on their business needs. But this ignores the voice of the learner. Ask IT when people log on, or check your LMS for usage trends. If you know when people are most likely to be online, use that window of opportunity. You are inserting yourself into the natural habits of the learner, and will likely increase engagement. Tablet vs laptop Developing responsive design content for mobile devices can be a large investment. If you have an audience who is traveling frequently, such as a sales team, then it is critical to have mobile learning. However, when your stakeholders ask for mobile content, make sure you have the data on mobile usage. Some learners might be in regions underserved by WiFi, or on factory floors or labs where hand held devices are just not allowed. Your stakeholders might not appreciate the cost for mobile content or the effort. If you have this information, you can advise on an appropriate solution. HR data If your company uses an HR system for performance and talent management, there is tons of data to be found there. Just as you should do this when targeting data for learning design, look for hard to fill job openings. Those will tell you what skills are in demand at your organization, and you might want to recommend stakeholders invest. Performance review trends will also inform you of possible gaps previously unknown. Just be sure to keep this anonymous and to sanitize the data. Also, results from onboardings can present gaps that your stakeholders need to know for future hiring decisions. Now more than ever, up scaling and rescaling is a competitive advantage. It is your role to become the trusted adviser to your stakeholders and resist saying yes to every request. Use data as your super power to change the conversation and become a value add to your organization, not just a cost center.