We all know how important it is to have senior leadership on your side. But, do you wonder what moves leadership from sitting on the sidelines to a superfan? You have gotta talk the talk and walk the walk. Show senior leaders that you and your Training department not only produce measurable behavior change but also engage and participate on a higher level. Here are a few ways to impact the bottom line and make senior leadership your biggest fan.
Help get the right people in the right places
Understanding the organization's workforce goals requires scheduling conversations with leadership and your learner to identify must-have knowledge and skills. Use tools like Learner Profiles to get a deeper understanding of your learner and a bird's eye view of their experience. Then, build a skills map that spells out the learner's journey and how you plan to support it.
Provide key insights
Senior leaders love to receive meaningful insights into the business. Create a comprehensive data story by partnering with other department leaders to mesh their data with the insights from your training experiences. You should also pay attention to company news, townhalls, business calendar, and business performance to understand what insights would be the most relevant to share.
Fill in the gaps
Let's be honest: to run a business successfully, it all comes down to the money, honey. Slide in a few dollar signs and figures during presentations to show how your training program minimizes spending through risk mitigation (you can get to know the legal team to understand what risks are at hand) and maximizes growth and profits through elevated learning experiences.
Get to know the competition
A fundamental way to win the market is to keep a competitive edge. One of senior leadership's priorities is to gain market share. And there is at least one thing you and the competition will always have in common: People. So, start networking, attend industry conferences and webinars, and do a bit of research online to put on your spy cap and get insight into the training experience your competition provides to their employees. Uncover the answer to questions like:
What is our competition's strength in the market?
What skills and knowledge are required to be strong in this area?
What training experiences is the competition offering their people?
How can you develop learning experiences to help train up your workforce to perform at a higher level?
The bottom line is you're a major asset to the team. So start showing up and showing out with all your knowledge on ways to get the company's goals across the finish line. Do you have more ideas on how to add value to the company beyond creating content? Please comment below and connect with us on LinkedIn to join the conversation.
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