Want more learning investment? Learning as a performance strategy

For Learning and Development (L&D) professionals, securing leadership buy-in for training initiatives can be challenging.

Many senior executives hesitate to invest in learning strategies due to cost, ROI, and immediate impact concerns. However, a simple shift in language when presenting a case for a learning program update can change the conversation.

From "Learning Strategy" to "Performance Strategy"

When executives hear "Performance Strategy," their focus shifts from cost to productivity, efficiency, and business outcomes. They start asking questions like:

• How does this improve workforce performance?
• What measurable ROI can we expect?
• What challenges does this address for the organization?

This reframing can help bridge the gap between leadership priorities and L&D goals, ensuring better alignment with business objectives.

Three Key Elements of a Strong Performance Strategy

1. Ensuring Employee Success from Onboarding to Departure

• Do you have a structured onboarding program, and when does it begin?
• Are there clear 30-60-90-day performance plans?
• Is mentoring or coaching available to support employee growth?
• Is employee retention a key goal of your strategy?

2. Aligning with Organizational Goals

• Are your KPIs directly tied to current business objectives?
• Do employees understand the company's vision and goals?
• Are training programs designed to demonstrate their relevance to employees' roles?

3. Leveraging the Right Technology

• What tools and platforms are in place to support learning initiatives?
• Are you using modern eLearning solutions such as micro-learning or social learning?
• Do your training programs cater to a multigenerational workforce with diverse learning preferences?

By focusing on performance rather than just learning, organizations can create programs that drive business success and engage leadership more meaningfully.

How a Performance Strategy Drives Investment in Training Programs

One of the biggest challenges for L&D teams is securing budgets for updating training programs. A well-defined Performance Strategy can play a crucial role in demonstrating the value of continuous investment in training.

Make a direct link to business impact. When training programs are considered part of a Performance Strategy, they are more likely to be considered essential business investments rather than optional expenses. By showcasing measurable outcomes—such as increased productivity, lower turnover, or enhanced customer satisfaction—organizations can justify ongoing investments in training and development.

A Performance Strategy also emphasizes tracking KPIs, enabling organizations to use data to highlight skills gaps and areas needing improvement. When leadership sees clear metrics demonstrating where training programs enhance performance, they are more likely to allocate resources for program updates.

Industries evolve rapidly, and companies that fail to update their training programs risk falling behind. A Performance Strategy ensures that training remains relevant, keeping employees equipped with the latest skills needed for success. This proactive approach makes it easier to secure buy-in for training enhancements.

The Bottom Line

Switching the conversation from "Learning" to "Performance" isn't just semantics—it's a strategic shift that can transform how organizations perceive training initiatives. A Performance Strategy aligns training efforts with business objectives, making securing leadership buy-in and ongoing investment easier. By framing training as a driver of business success, companies can foster a culture of continuous improvement, retain top talent, and achieve their long-term goals.

We help L&D Professionals update their training programs and can help the case for internal buy-in, showcasing how leveraging data, such as attrition rates, error reductions, and time to competency, can help develop benchmark KPIs to help determine ROI.