5 Steps to Showcase the Value of People Development
All too often, L&D feels like a last resort in the workplace. We, as L&D, need to be brought in earlier in the process of decision-making. We have experience and expertise to share and we have value to add, and we can help shape that final decision.
In this episode, I’m sharing some tips to help build relationships so that L&D can become the first response in your nonprofit.
Listen to the episode or scroll down to read the blog post ↓
Key Points:
05:14 Building relationships between L&D and other teams
06:07 Sharing the value of people development
07:22 Tell AND show others in your business what L&D can do
09:05 Share the business impact of people development
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5 Steps to Showcase the Value of People Development
Have you ever had a conversation with someone and it feels like they started in the middle of it? You're not sure what they're talking about at first, and you might eventually catch up, but for a few moments at least, you are lost. Or maybe someone has come up to you with a question, but they already have the answer.
My husband does this sometimes. Whenever we are planning a trip or making a big purchase, he tends to do tons of research to make sure that the final decision will meet our needs. Occasionally he will come to me and ask my opinion, but what I don’t know is that my options are already narrowed because he’s done the research.
Let me give you an example. When we were buying a new car a couple of years ago, my husband had done a lot of research. He then asked me what kinds of cars I wanted to look at. When I named a car, his immediate response was no.
I was confused.
He had asked for my opinion. But, what I didn't know was that he had already researched all of the cars. What he really wanted to know was out of the four cars he had narrowed it down to, which ones did I want to look at?
Do you see how that's different?
This happens at work as well. Someone comes to you and says we need a training. At that point, they've already formed an opinion and possibly even made a decision. We as L&D need to be brought in earlier in the process so that we can help shape that final decision because we have experience and expertise to share and we have value to add.
So how do we do that? How do we go from a last resort to a first response? That’s what we’re covering in this post.
Reach Out to Form Relationships Between Learning and Development and Other Teams
Tell Other Leaders What Learning and Development Can Do Besides Training
In my time in L&D, I've been on both sides of this equation. So I know what it feels like to be a last resort. And I know what it feels like to be a first response. And I can't wait to share some tips with you to build those relationships so that you can be the first response more often.
1) Reach Out to Form Relationships Between Learning and Development and Other Teams
Let's say someone comes to you because they need a training.
They've already decided they need a training.
They probably aren't even excited that they need a training.
L&D has become the last resort.
Now let's imagine a scenario where someone comes to you and says, “We're going through this change, can you help us?”
That's a very different conversation. And that's the conversation I want you to have because in that case, L&D is a first response. Your team gets to use their skills to uncover the true needs and design the right solution to meet those needs, which may or may not be a training.
So how do we go from the last resort to the first response? Relationships are the key. We have to be able to show our value and we can't do that without those relationships. So how do we do this? How do we build those relationships?
The first step is to reach out.
You might need to be the person to reach out to other teams or business units in your organization. They may not come to you. Or they may not come to you until they think they need a training.
So set up time with them and get to know them professionally.
What are their goals?
What are their challenges?
But also get to know them on a deeper level.
What else do they care about?
Do they care about women in leadership?
Do they care about innovation and having a team that can consistently innovate in a high-quality way?
Do they care about financial sustainability?
Do they care about corporate responsibility?
Whatever it is, use what you learn about them to build a trusting relationship with them.
2) Share the Value of People Development
The next step is to share the value of people development. This is general and not specific to your L&D team.
I know some L&D teams sit within an HR department. Did you know that when HR is involved as a strategic partner, the organization is 1.8 times more likely to be able to change quickly and to make that change at scale?
That's according to the 2024 HR Trends Report.
If one of the things that this other leader cares about is implementing a large organizational change or scaling a new program or service, you can help. L&D can help. So we have the opportunity to tell them that and to share the research.
There's plenty of research out there proving the value of people development,, and once you know what they care about, you can show the data that proves L&D can help them do those specific things.
3) Tell Other Leaders What Learning and Development Can Do Besides Training
Step three is to tell them what L&D can do.
Now when they think about L&D, they probably think of training. And yet, you can do so much more than that.
You are more than training.
So tell them what you offer.
Tell them how you can do needs assessments, how you can help them uncover things that are going on in their teams, and what skills might be lacking.
Tell them how you can define competencies, and what the benefits of competencies are.
Talk to them about peer learning, book clubs, workshops, video or microlearning, or anything else that you offer.
And continue sharing the value of each of those options. And again, connect it back to what they care about.
4) Show Other Leaders What Learning and Development Can Do
Step four is to show them what L&D can do.
So once you've started talking in a language that resonates with them and their particular needs, you're probably going to pique their interest. But it can't stop at just talking. We have to put our money where our mouth is. We have to follow through.
We have to show them how your people development efforts have been successful in the past. This is specific to your organization. Show them what you have been able to accomplish with other teams. And then when you have the opportunity to work with them, put measurements in place, so you can show them the results later.
That leads me to step five. . .
5) Share the Business Impact of People Development
Step five is to share the business impact of people development.
To share the business impact, we have to be measuring for it.
So why are they bringing you in?
Are they looking to help their staff raise more money?
Are they looking to improve a customer outcome?
Track whatever it is, so you can share the true impact of your work. Not just if people enjoyed it or learned something, but what is the impact on the organization, on the people you serve, and on the thing they care about?
I have an episode on measuring impact if you want to learn more about that, Episode 59: Measuring the Impact of Your Training with L&D Detective Kevin M. Yates.
Those are the five steps I recommend to build relationships and show the value of L&D.
Relationships are complex. There are plenty of books and courses to help you build relationship skills. So use everything you have at your disposal to establish and maintain those relationships. You want to be a trusted colleague, a collaborator, a co-creator, and a strategic partner. Let's go get you a seat at the table, friend.
To hear the full conversation I had on the Learning for Good Podcast, scroll all the way up and tune into episode 68.
The Nonprofit Learning and Development Collective
Do you wish you could connect with other nonprofit learning and development leaders?
I know what it feels like to want someone to bounce ideas off of and to learn from, someone who really understands you and your work. Imagine if you could have a simple way to meet people in the field, ask questions, and share information.
That's why I created the Nonprofit Learning and Development Collective – so nonprofit L&D, talent management, and DEI leaders can connect with each other quickly and easily in a virtual space.
When you join this community, you will walk away with a new, diverse, and powerful network – and a sounding board for your staff development needs.
So if you're ready to exchange ideas and collaborate with your peers, come join the Nonprofit L&D Collective.
