What are the most common issues faced by L&D departments?

We’ve asked over 2,000* Heads of Learning to reveal their toughest workplace challenges – do you recognise them?


*  Source: LEARNING LIVE attendees 2017-2019

What does this mean for you, as a Learning Department?

Difficulty attracting new talent and/or retaining existing employees

Research from Bersin finds that in today’s skills-based economy, people want to learn faster than ever. So employees are more likely to choose employers that have a solid culture of learning, enablement and collaboration. Many departments struggle to build a unified learning culture that attracts talent.

Always being on the back foot

Because change happens quickly, learning departments often just react to it instead of spearheading innovation and transformation.

Not having the right people and technology

According to Linkedin's 2019 Workplace Learning Report, L&D teams often lack the skills, technologies and partnerships needed to fully enable their strategy and growth

Working in isolation

With little to compare themselves to, L&D departments lack confidence and assurance that their strategies are sound.

Not being where the learning is

Because people are now learning in different environments and in different ways, L&D functions are finding themselves out-of-sync, unable to engage learners, or at worst, irrelevant.

Being unable to measure performance outcomes

Lacking the skills to interpret data, or even the understanding of how and what to measure, success can only be guessed at.

Lack of Engagement

stuff

Marketing

According to Linkedin, L&D only spends 15% of its time marketing learning opportunities to employees. Identifying and utilising marketing channels to raise awareness of learning resources is a key challenge.

Difficulty attracting new talent and/or retaining existing employees

In today’s skills-based economy, people want to learn faster than ever. So they are more likely to join (and stay with) companies that have a solid culture of learning, development and enablement. Many departments struggle to build a unified learning culture that attracts talent.

Not having the right skills and technology

According to Linkedin’s 2019 Workplace Learning Report, L&D teams often lack the skills, technologies and partnerships needed to fully enable their strategy and growth. Skill gaps in critical and emerging areas such as data analysis, marketing and procurement management are holding back learning teams from reaching their full potential.

Always being on the back foot

Because change happens quickly, learning departments often just react to it instead of spearheading innovation and transformation.

Not being where the learning is

Because people are now learning in different environments and in different ways, L&D functions are finding themselves out-of-sync, unable to engage learners, or at worst, irrelevant.

Struggling with uptake and engagement

According to Linkedin, L&D only spends 15% of its time marketing learning opportunities to employees. Identifying and utilising marketing channels to raise awareness of learning resources is a significant challenge for many L&D departments.

 Lack of confidence and external validation

With little to compare themselves to, L&D departments can lack confidence and assurance that their strategies are sound.

Being unable to measure performance outcomes

Lacking the skills to interpret data, or sometimes even the understanding of how and what to measure, learning departments can only guess how successful their learning is.

54%

Over half of all employees will require significant reskilling and upskilling in the next 3 years.

Source: World Economic Forum report.

Performance Through Learning – for Learning Departments

A total solution, delivered over 12 months, that identifies and tackles your key challenges, builds your knowledge and connections, and positions you for continuous success.

Performance Through Learning maximises your team’s capability.

OverviewVideoPDF SummarySample KPIs

INDEPENDENT RECOGNITION

Endorsement from the global body for workplace learning

FREE ACCESS TO
LEARNING LIVE NETWORKS

A vibrant, knowledge-sharing community of
L&D professionals and researchers

FREE ACCESS TO LEARNING LIVE

The must-see event

STRATEGIC SUPPORT & GUIDANCE

Ongoing support to enable your business goals

REPORTS AND ANALYTICS

See how you compare, and identify weaknesses

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New networks and connections.

Complimentary access to LEARNING LIVE Networks, a vibrant, knowledge-sharing network of L&D leaders, researchers and providers.

Sharpen your competitive edge with early access to the latest trend data and thought-leadership articles.

Learn from other L&D organisations what works and what doesn’t.

Build and fortify the professional networks of your business teams, creating a progressive, innovative and purposeful cohort of organisations and individuals.

 

TEAM-BASED PROBLEM SOLVING

Collaborative approaches to learning and business challenges

BE INSPIRED BY GUEST SPEAKERS

DR JULIA SHAW aka "The Memory Hacker"
London South Bank University

STAY INFORMED WITH THE
LATEST RESEARCH

Expertly sourced for you by Martin Couzins

FREE ACCESS TO LEARNING LIVE

Tackling the challenges of learning leaders

2 day conference in Central London

BE INSPIRED BY GUEST SPEAKERS

DAVE COPLIN, Chief Envisioning Officer, Microsoft

BE INSPIRED BY GUEST SPEAKERS

ELLIOTT MASIE, Futurist, author, speaker
Founder of the MASIE Center

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Strategic support, guidance and mentoring.

Expert guidance on where to invest your efforts to enable your strategy.

Help to define your target audience, their current context and pain points.

Regular assessment of your professional standards through the LPIs key performance indicator framework.

Help to build the capabilities (skills, tools, technologies, partnerships) that will underpin your efforts.

Access to powerful analytics and reports.

Compare your business strategy with other, high-performing learning departments.

Prioritise opportunities for ongoing improvement.

Align your strategy to the current and future needs of your organisation.

How does it work?

1. Meet Your Mentor
You will be assigned a dedicated LPI Learning and Performance mentor with significant learning strategy and L&D department leadership experience. They will work with you throughout the year to ensure that your L&D team develops in all of the criteria below:

KPI set for Learning Department Accreditation

2. Accreditation Report & Recommendations
You receive a confidential, structured report focusing on the business and learning processes that underpin your L&D value and service proposition for your organisation. Your assessment shows where you are against current standards and makes clear recommendations for improvement.

3. Implement Recommended Changes
Based on the suggestions made in the annual Accreditation report, you put a roadmap into place to implement the recommended changes over the next 12 months. You have access to your mentor and to the LPI team and network for advice throughout the year.

4. Recognition
You achieve LPI Learning Department Accreditation, recognising your ability to enable and facilitate exceptional learning with within your organisation that contributes to performance improvement and positive change. You are permitted to use the Learning and Performance Institute logo on your company website and marketing literature, along with the text ‘LPI Accredited Learning Department’. This differentiates the L&D department as a forward-thinking, performance focused function committed to leading a continuous learning strategy.

5. Annual Progress Review
Your accreditation mentor reviews your progress against plan and verifies your continued accreditation status with the LPI.

Gold Standard Accreditation

Gold Standard Accreditation is the pinnacle of achievement. In order to achieve this standard, the following must be in place:

  • Departments must have at least one year of Accreditation successfully completed with no outstanding non-conformances
  • Overall mean KPI score greater or equal to 75% of maximum across all sections
  • At least two, client endorsed, case studies of projects/work completed in the previous twelve months that evidenced demonstrable, quantified, positive business outcomes for the client – to be validated through a telephone-based client reference with at least one of the clients
  • No outstanding client quality issues that have not been fully addressed to the documented satisfaction of the client
  • All personnel involved in the design or delivery of the learning must be professional members of the Learning and Performance Institute

Promote your accreditation status in your sales & marketing

Learning Departments who undertake the Performance Through Learning programme are awarded the Accredited Learning Department digital badge and logo, ready to share on websites, sales and marketing literature, email signatures and social media.

 To learn more about the Performance Through Learning programme for your L&D Department, please use the form below to get in touch

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