We reached out to our network of L&D leaders to collect insight on what talent professionals around the globe have set as their #1 goal for 2019 in the leadership development space (thank you to everyone who contributed)! While the answers were diverse, the majority of the responses shared one of the following 3 common themes…
Once you have received executive buy-in and budget for a training program it is essential that the program leaves a favorable impression on all the participants. That desired favorable impression is not driven only by the lessons learned, it is equally critical that the program leaves a positive impact in an area that is at times difficult to quantify, the growth of the participant’s networks.
Given that participants will be sacrificing work hours to participate, it will be crucial that they end the program believing this was a commitment worth making.
In many of our roles it is easy to fall into a silo and by adding a networking component to your training offerings, you give people a chance to grow bonds that can help make their day to day easier - and more fun.
What are the business objectives?
It is always important for corporate trainers and instructional designers to remember the guiding question: What are the business objectives?
If this sounds over corporatized, there’s an angle of business learning that you’ll want to consider: program participants who feel their training isn’t relevant to their work are unlikely to be as invested.
If you don’t know what the business objectives are and how they connect to your training, then your learners won’t either. This is not good.