Join Ajay Pangarkar for an in-depth discussion in this video Validating learning with leaders, part of Gaining Internal Buy-In for Elearning Training.
- Those successful in the training field recognize early how to structure training conversations with internal stakeholders. They know the relevant topics relating to the success of their training initiatives. For most leaders, training isn't just about what employees learn. They consider many aspects within a training proposal that may impact the organization in some way. These can be grouped into three areas. The first is the learning context.
This isn't something that preoccupies business leaders too much. The learning aspect is something they expect you to manage. This isn't something that preoccupies business leaders too much. The learning aspect is something they expect you to manage. Their concern focuses on translating learning into actual workplace application. Show them how you'll do this and you'll satisfy their need. The second area is training infrastructure.
You're now entering your leaders' world. Dealing with what they refer to as capital investments and operational support. It's something that is a growing concern for those in training, as technology plays an ever important role. Suggesting e-learning solutions, or other technology like a learning management system, to provide employee support, are capital investment examples. Convincing leaders these purchases will facilitate learning is a small part of the story.
Leaders consider these purchases as long-term acquisitions and expect them to indirectly contribute organizational benefits. When considering training technology and equipment, think about the overall cost to acquire and also to support it over the duration of its use and lifespan. Consider working with your organization's finance people, developing a solid business case prior to presenting it to your leaders. Finally, the third area is addressing your leaders' business expectations.
The two things to keep in mind are aligning with their business objectives and the effect training will have on operational activities. Business objectives drive profitability. But achieving them requires focusing on qualitative aspects. This means training becomes an essential component to business success. Rather than showing a direct correlation to financial outcomes, your leaders expect training to help improve employee performance, which, in turn, improves organizational performance.
In this context, training contributes to achieving the business objectives, and consequently, financial success. Recognize training is more than the learning it delivers. While learning is the core element, recognizing the components to creating a business focused training initiative will ensure leadership support.
- Defining learning as a business activity
- Identifying the three primary stakeholders
- Answering questions from stakeholders
- Addressing operational concerns
- Leveraging RADAR to support elearning
- Overcoming challenges