2 min read

Learning strategy or performance strategy

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Half Empty or Half Full?

There is a fine line in organizations for Learning Professionals when it comes to selling their leadership teams on the value or ROI of Learning Strategies & Programs. The language senior leaders tune in to may not be the language that the front-line owners of programs use. Changing the conversation may be as simple as the language a company adopts for these types of programs.

If someone presents a ‘Learning Strategy’ some of the immediate reactions from senior leaders may be; What will that cost? Do we have budget? Do we really need this?

If you change the language to, presenting a ‘Performance Management Strategy’. Then the reactions change and leaders love it! The focus then becomes; How does this improve productivity? What does this mean from an ROI perspective? What challenges does it solve?

BOOM! Really? Is it that simple? Maybe?

Three simple things to consider for your Performance Strategy

  1. Do you have a strategy that gives your employees the best chance of success from the day they are made an offer to the day they leave?
    • Do you have a formal Onboarding program & when does it begin?
    • Do you have 30-60-90day+ performance plans?
    • Is there a mentoring or coaching program in place?

Note: Them NOT leaving is the ultimate goal.

  1. Is your strategy in-line with the organization’s goals?
    • Are there KPIs in place for your programs?
    • Are the KPIs relevant to current business goals?
    • Do your employees know what the business goals are?
  1. Are you delivering your programs in a way your audience understands the importance & relevancy to their roles?
    • What technology do you have to deliver your programs?
    • What technology or resources do your employees have access to?
    • Are you up to date on eLearning, Micro-learning & Social Learning?

Note: There are multiple generations out there & they all absorb information in different ways.

This just scratches the surface

It is not an easy process, but if you change the conversation from ‘Learning’ to ‘Managing Performance’ then there may be a lot more ears that perk up when it’s time to go sell leadership on giving you budget.

This is a critical piece of every business in developing the talent they need, attracting new talent and of course, achieving their goals.

It is an INVESTMENT not a COST.