How to Support Learning and Development Professionals

Leading an L&D function right now is a HARD! You’re expected to be strategic and operational. To deliver business results and create “engaging” learning. To manage a team (or do everything solo) while responding to a hundred requests that all wanted to be done yesterday. Most L&D leaders I talk to are holding everything together, barely, while trying to make long-term improvements on top of what's urgent. If you’re trying to build a better system and not just survive the requests, here are three things I always recommend: 1. Stop defaulting to one training modality. Look at the request with curiosity, and no matter how little time you have, take the time to find out what's wrong. Stop throwing eLearning at everything because while your leaders may think they're happy with the "quick win," it's ineffective, and it will eventually ruin your team's reputation. 2. Listen to your team. Your team is a direct reflection of your leadership. I'm going to say that again: your team is a direct reflection of your leadership. If you think your team is weak or sucks, you need to start by looking at what YOU can change about your leadership. 3. Protect your team with solid processes. You don’t need to say yes to everything. Build a rubric or process that lets you prioritize without guilt. If you don't have processes in place for needs assessment, handling training requests, and working with SMEs/stakeholder, you're already failing your team (yeah, I said it, and I meant it with my whole f**king chest). I work with L&D leaders to help them get out of reactive mode and into a strategy that actually works, whether that’s coaching, team support, or stepping in to get things moving. If you’re trying to figure out what to fix first or how to stop saying yes to everything, I’d love to help! Reach out, and let's chat. What would you add to this list to help new L&D leaders?!

I’ve been reflecting on how much time I am investing in my #ProfessionalDevelopment, and how to best support our #LearningCulture within Prosci, especially with tight budgets and resource constraints. Here are some of the low to no-cost, highest-ROI strategies ideas I’ve found to be effective. I’d love to hear what’s been working for you! 🎯 Create a learning plan with very clear objectives. I personally love using our individual change #ADKAR framework for this. AWARENESS (recognize the need for improvement - why does this matter?); DESIRE (your individual dedication and motivation to do the learning - why does this matter for me?); KNOWLEDGE (specifics on how you will gain the skill, e.g., training, peer learning); ABILITY (plan for practice - how will you demonstrate and apply new knowledge?); and REINFORCEMENT (ensure sustainability - what steps will you take to maintain results?). 🔗 Partner up internally. Can your finance team teach project managers how to measure ROI? Could marketing help HR with engagement strategies? These internal "barter" arrangements often unlock surprising value. ☕ Encourage knowledge-sharing. Create spaces where teams can share challenges and solutions. Not only does this build skills, but it also strengthens cross-team relationships that improve execution. Whether through internal online forums, lunch-and-learns, or mentoring, the more people share what they know, the more it multiplies. ✋ Tap into your organization’s experience. The person who led a similar project three years ago could be your best resource today - no budget needed. I'd encourage you to be a bit #vulnerable and ask for support where you know you don't have all the answers. 🤖 Leverage free AI tools. AI can accelerate learning and can offer immense value when used creatively. AI tools like language models (e.g., ChatGPT) can provide instant answers to questions, explanations of complex concepts, or help with brainstorming ideas. Want to create a personalized learning plan on a new #skill or #competency? It's brilliant. ⏲️ Make time. I know this one can be tough, but I’m committed to creating time for learning—whether it’s blocking out "learning hours" in my calendar, dedicating time during team meetings, or making weekend chores more productive by listening to a #LinkedInLearning course at the same time as I weed the garden. It's a small investment that pays dividends over time. #ResourceOptimization #KnowledgeSharing #AILearning #CapabilityDevelopment

One of the biggest challenges for instructional design teams isn’t just creating impactful learning experiences. It’s securing leadership support to make them happen. That’s why I turned to an Amazon-style 6-pager (well mine's more like a 4-pager) when building a leadership influence training initiative for Galaxia Analytics. Instead of relying on slides or quick meetings, a structured narrative document presents all the key details upfront. It frames the problem, solution, and impact in a way that allows stakeholders to make quick well informed decisions without the back-and-forth. The result? A shift from 'Let’s discuss this further' to 'How do we move this forward?' For learning professionals, this approach is a game-changer. It speaks the language of business, removes ambiguity, and helps teams get the resources they need. When could you use a narrative to gain support? ✔ Securing budget or resources – Clearly outline why an investment in learning is necessary and the business impact it will drive. ✔ Pitching a new training initiative – Show how the program addresses a critical skill gap and aligns with company goals. ✔ Gaining buy-in for innovation – Advocate for new tools, methodologies, or technologies by demonstrating the problem they solve. Have you used structured writing to drive learning strategy decisions? Let’s talk in the comments! I'll link my Galaxia narrative in the comments for an example. #InstructionalDesign #LearningStrategy #LeadershipDevelopment #BusinessAlignment #LXD #eLearning #LearningandDevelopment #CustomerEducation