{"id":61370,"date":"2020-10-20T21:34:46","date_gmt":"2020-10-20T21:34:46","guid":{"rendered":"https:\/\/explore.local\/2020\/10\/20\/6-steps-to-align-ld-with-your-business\/"},"modified":"2025-04-04T19:41:48","modified_gmt":"2025-04-04T19:41:48","slug":"6-steps-to-align-ld-with-your-business","status":"publish","type":"post","link":"https:\/\/degreed.com\/experience\/blog\/6-steps-to-align-ld-with-your-business\/","title":{"rendered":"6 Steps to Align L&#038;D with Your Business"},"content":{"rendered":"\n<p>When transforming the way your department operates, it\u2019s easy to look straight to a new tool to kickstart that change. Perhaps that\u2019s why so many talent development leaders are looking for new solutions to transform their people and their organizations.<\/p>\n\n\n\n<p>But true transformation cannot come from one siloed sector of the business \u2014 nor can it be achieved simply by purchasing a new tool. For technology investments to have a real impact, HR and L&D need to align with the larger business.<\/p>\n\n\n\n<p>That\u2019s why we asked Amanda Nolen, co-founder of <a rel=\"noreferrer noopener\" aria-label=\" (opens in a new tab)\" href=\"https:\/\/www.linkedin.com\/company\/nilesnolen\/\" target=\"_blank\">NilesNolen<\/a>, to speak at our annual LENS conference on <a rel=\"noreferrer noopener\" aria-label=\" (opens in a new tab)\" href=\"https:\/\/degreed.com\/experience\/events-and-webinars\/\" target=\"_blank\">how to align HR with the rest of the organization.<\/a> She opened her presentation with a warning: \u201cIf you decide to invest in a new platform, technology alone will not achieve transformation. But it could derail it.\u201d<\/p>\n\n\n\n<p>Learning technology is like a powerful vehicle \u2014 a racecar, Nolen said, adding that you need to really understand how to drive it, or you\u2019re going to crash and burn. And if you want to avoid that by driving slowly and cautiously, using the bare minimum of the potential, then what was the point of getting a big, powerful motor vehicle over a basic sedan?&nbsp;<\/p>\n\n\n\n<p>If you\u2019re going to invest in a powerful tool, you\u2019ll only see max value if you take the time to learn how to use the new technology effectively, and that means changing not only your mindset but the learning culture of your L&D teams as well.<\/p>\n\n\n\n<p>To accomplish this transformation, Nolen laid out six steps:<\/p>\n\n\n\n<figure class=\"wp-block-image\"><img decoding=\"async\" src=\"https:\/\/lh3.googleusercontent.com\/VLxzpPcc_hYyGIJUGvqZoV1bAJMq9HfrysaGNlkWGSLG0m56Yz7DlvVtUZhuWjgU9DFbwQFzLOVA8mA2DDvbEkLfkyraX6Fn3V-Inmmw502b_97jWQo2wpT9EH-CFkOqzv0VNhSm\" alt=\"Degreed LENS Lite: The Edtech Ecosystem\"\/><figcaption class=\"wp-element-caption\">Amanda Nolen, NilesNolen, Degreed LENS Lite 2020<\/figcaption><\/figure>\n\n\n\n<p><strong>1.&nbsp; Refine Your Content Strategy<\/strong><\/p>\n\n\n\n<p>\u201cYou are what you eat,\u201d Nolen said. \u201cAnd the same is true for an LXP\u2026It\u2019s only as good as the content you feed it.\u201d&nbsp;<\/p>\n\n\n\n<p>When you think about the types of platforms that people revisit constantly, they are platforms that have fresh, relevant content for consumers every time. Think Instagram, Netflix, even Tinder or Bumble. It\u2019s new, it\u2019s quality, it\u2019s customized.&nbsp;<\/p>\n\n\n\n<p>So when you think about the implementation of your new learning ecosystem, think past the launch; plan out your long-term content strategy. Nolen recommended a shift from courses to resources. Courses still do (and always will) have their place in corporate learning, but <a rel=\"noreferrer noopener\" aria-label=\" (opens in a new tab)\" href=\"https:\/\/get.degreed.com\/how-the-workforce-learns-report-2019\" target=\"_blank\">according to recent Degreed research<\/a>, only 26% of respondents said they went to their HR or formal training teams when they needed to learn something new.&nbsp;The same research showed that:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>65% of workers use specific websites to learn<\/li>\n\n\n\n<li>53% use search engines<\/li>\n\n\n\n<li>62% turn to their professional networks<\/li>\n\n\n\n<li>45% ask mentors<\/li>\n\n\n\n<li>44% ask teammates<\/li>\n\n\n\n<li>33% use online social communities<\/li>\n<\/ul>\n\n\n\n<p>These more accessible and popular learning modalities need to be factored into a modern content strategy.<\/p>\n\n\n\n<p><strong>2. Define a New Target Operating Model<\/strong><\/p>\n\n\n\n<p>Some learning, like compliance training, happens in an annual cadence or needs to happen at a specific time. But for others, Nolen recommended ditching the traditional course catalog and annual plan. \u201cYou\u2019re going to want to free up 60 to 70% of your budget for emerging business needs.\u201d&nbsp;<\/p>\n\n\n\n<p>In fact,  L&D should start acting a lot more like an emergency room. In the ER, a small cut isn\u2019t treated the same as a heart attack. Medical professionals prioritize based on urgent needs, and your L&D department should be no different.&nbsp;<\/p>\n\n\n\n<p><strong>3. Act Like a Performance Consultant<\/strong><\/p>\n\n\n\n<p>Acting like a business partner (or an emergency room) is going to mean saying no to things \u2014 or at least saying \u201cnot now.\u201d To see real results, be brutally efficient about what you build.<\/p>\n\n\n\n<p>Modern L&D departments can no longer simply take orders. Instead, Nolen said, prioritization should be based on data and proven gaps. When it is, L&D leaders become performance consultants to the business, driving real, demonstrable results.<\/p>\n\n\n\n<figure class=\"wp-block-image\"><img decoding=\"async\" src=\"https:\/\/lh6.googleusercontent.com\/zAxK3kuZhYiJCGq1xgTWG9A-rWho_VRmktwTka30EZRyk9_dfk7l1k_lL8us7Bk-2ye7pL6j8SIdUWwGB-ZFU-bJlT6EI3mJf0wVbga7Jqqg17Fw52tlf6_BNMnZfcYuPIRenn-t\" alt=\"Amanda Nolen on learning initiatives\"\/><\/figure>\n\n\n\n<p><strong>4. Use a Data-Driven Learning Design<\/strong><\/p>\n\n\n\n<p>To prioritize ruthlessly, L&D teams need good data. \u201cWithout data, it\u2019s just an opinion,\u201d Nolan said. \u201cAnd it\u2019s much harder to push back when stakeholders make a request that you don\u2019t want to honor.\u201d&nbsp;<\/p>\n\n\n\n<p>Data can also help you make decisions \u2014 making you smarter about the learning you offer. Highly impactful L&D leaders use data to help them understand what kind of content works best, and how and when people are more likely to consume that content.<\/p>\n\n\n\n<p>\u201cDon\u2019t wait until your learning initiative is over to find out if it worked,\u201d Nolan cautioned. \u201cThat\u2019s an autopsy. You\u2019ve got to measure, measure, measure, and iterate if something went wrong.\u201d<\/p>\n\n\n\n<p>Data is essential to demonstrating impact. Remember to always start with benchmarking the current skills of your organization, Nolen said. And trace your initiatives back to retention, performance, engagement, speed to productivity, and other metrics that impact the larger organization.<\/p>\n\n\n\n<p><strong>5. Manage the Expectations of Your Stakeholders<\/strong><\/p>\n\n\n\n<p>Everything covered so far is quite different from the ways in which L&D used to traditionally operate. And while there might be internal support initially, stakeholders might become skeptical when they begin seeing the changes or realize their requests won\u2019t always immediately be honored.<\/p>\n\n\n\n<p>It\u2019s extremely important to manage the expectations of all your stakeholders, from your executive teams all the way down to your end-users. Be clear about what\u2019s expected of them, and more importantly, what\u2019s in it for them.&nbsp;<\/p>\n\n\n\n<p>Tell your advocates and champions what they can do to help market the new learning strategy internally. <a href=\"https:\/\/degreed.com\/experience\/blog\/managers-are-positioned-to-help-workers-learn\/\" target=\"_blank\" rel=\"noreferrer noopener\" aria-label=\" (opens in a new tab)\">Rely on your line managers<\/a>, and remember that real change happens just as often from the bottom up as from the top down.<\/p>\n\n\n\n<p><strong>6. Develop New L&D Skills<\/strong><\/p>\n\n\n\n<p>There\u2019s been a lot of talk about upskilling and reskilling. They\u2019re not just for the workforce in general. \u201cL&D is going to need a plan for upskilling and reskilling itself,\u201d Nolen said, adding it will take an entirely different skill set than facilitation and instructional design.&nbsp;<\/p>\n\n\n\n<p>New skills will be required in this new age of L&D. \u201cSkills like marketing, data analytics, digital journalism, community management, and others\u201d are what learning leaders should be looking to develop today.<\/p>\n\n\n\n<p>Unfortunately, not all learning leaders are ready for this transformation. About one-third of the average L&D department will be ready to take on this future of learning and to develop new skills. The next third will be ready to modernize, but it may take some support to get there. The final third might really struggle with the magnitude of this transformation.&nbsp;<\/p>\n\n\n\n<p>Nolen\u2019s advice for the final, struggling third of an L&D department? Allow them to take responsibility for the parts of learning, like compliance and leadership training, that function in more traditional ways.<\/p>\n\n\n\n<figure class=\"wp-block-image\"><img decoding=\"async\" src=\"https:\/\/lh5.googleusercontent.com\/MgjqFqoKkBn0TG4oZDrgwR-Ddes3qv09YZ7_BVe29IjmWVaXyFBGaBTZzk6PWac8ZsQm-xyscOudyZkpzGTBMIc6lukkmd-Ph0hU8C7ajVSbya9YTkSezhBI3w3wsMCB8KAx1LAx\" alt=\"How to choose the right vendor.\"\/><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\">How to Choose the Right Solution for Your Organization<\/h2>\n\n\n\n<p>If you\u2019re hanging on Amanda Nolen\u2019s every word (like we are) then you\u2019ll love her parting advice. Here\u2019s what she said you need to know before selecting vendors to create your learning ecosystem:<\/p>\n\n\n\n<p><strong>Start with the why.<\/strong> To paraphrase Simon Sinek, one of the Degreed LENS Lite keynote speakers, when you\u2019re searching for a solution ask yourself, \u201cWhat business goal are you trying to accomplish?\u201d Let that goal guide you.&nbsp;<\/p>\n\n\n\n<p><strong>There\u2019s no one right answer. <\/strong>You can\u2019t simply Google the skills your workforce is going to need in the next 10 years. The technology you select needs to give you access to good skill data \u2014 because the feedback this data will offer you is always changing. Stay on top of <a href=\"https:\/\/get.degreed.com\/the-innovators-guide-to-emerging-skills\" target=\"_blank\" rel=\"noreferrer noopener\" aria-label=\" (opens in a new tab)\">emerging skills<\/a> with engaging workforce technology.<\/p>\n\n\n\n<p><strong>Look for a solution that keeps you nimble.<\/strong> \u201cDon\u2019t get married to some rigid skills framework that takes you a year to build,\u201d Nolen said. \u201cYou have to be agile and iterate.\u201d Select a solution that is as agile and flexible as your workforce.<\/p>\n\n\n\n<p><strong>Don\u2019t look for functionalities, look for a partner.<\/strong> \u201cYou\u2019re not just looking for a vendor with all the functionalities,\u201d Nolen said. \u201cYou\u2019re looking for a solid partner \u2014 one that\u2019s going to deliver on its promises and work with you every step of the way to make sure you succeed with your transformation.\u201d It\u2019s always about the people. It\u2019s not about the tech. The best partners will challenge your thinking and show you new ways to consider old challenges.<\/p>\n\n\n\n<p><strong>Be wary of the \u201cyes man.\u201d<\/strong> The reality is, there is no one-size-fits-all solution. Every organization is different, and they all have different needs. \u201cIf a provider says \u2018yes\u2019 to everything on your checklist, that\u2019s bad news. Buyer beware,\u201d Nolen said. \u201cEven worse, if they say \u2018No, but that\u2019s on our roadmap,\u2019 those are red flags. Avoid those who say yes to everything.\u201d&nbsp;You want a partner who is honest about their solution and capabilities.<\/p>\n\n\n\n<p>Want more guidance on how to choose the right solution for your workforce? Check out our <a rel=\"noreferrer noopener\" aria-label=\" (opens in a new tab)\" href=\"https:\/\/get.degreed.com\/buyers-guide-talent-development-technology\" target=\"_blank\">Buyer\u2019s Guide to Talent Development Technology<\/a>. And in the meantime, <a href=\"https:\/\/degreed.com\/experience\/events-and-webinars\/\" target=\"_blank\" rel=\"noreferrer noopener\" aria-label=\" (opens in a new tab)\">watch the rest of our talented speakers<\/a> from Degreed LENS Lite.&nbsp;<\/p>\n\n\n\n<p><strong>About Amanda Nolen:<\/strong><\/p>\n\n\n\n<p>Amanda Nolen is a co-founder of NilesNolen, a boutique consultancy that drives business outcomes for global organizations through better learning & edtech strategy. To watch the full presentation, access it through the <a href=\"https:\/\/degreed.com\/experience\/events-and-webinars\/\" target=\"_blank\" rel=\"noreferrer noopener\" aria-label=\" (opens in a new tab)\">Degreed On Demand Page<\/a>. <\/p>\n","protected":false},"excerpt":{"rendered":"<p>When transforming the way your department operates, it\u2019s easy to look straight to a new tool to kickstart that change. Perhaps that\u2019s why so many talent development leaders are looking for new solutions to transform their people and their organizations. But true transformation cannot come from one siloed sector of the business \u2014 nor can [&hellip;]<\/p>\n","protected":false},"author":63,"featured_media":61372,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"inline_featured_image":false,"footnotes":""},"categories":[579,580],"tags":[554,552,551],"post_folder":[],"class_list":["post-61370","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-learning-development-strategy","category-workforce-business-impact","tag-business-outcomes","tag-learning-metrics","tag-learning-strategy"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v27.2 (Yoast SEO v27.3) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>6 Steps to Align L&amp;D with Your Business - Degreed<\/title>\n<meta name=\"description\" content=\"Transformation cannot come from just one sector of the business. 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