In some organisations L&D is reactive. It’s driven by team members or their managers requesting training. The L&D team facilitates this, making sure it fits the organisation’s standards and budget.
In others L&D is proactive. The L&D team actively seeks and plans for areas where training can add value to the organisation. They take a strategic approach to identifying and addressing organisational needs before they become problematic. They focus on identifying future needs and preparing employees with the skills and knowledge necessary to meet those needs.
The benefits of a proactive approach to L&D include:
- Better alignment with organisational goals: A proactive approach to L&D ensures that employee development initiatives are aligned with the organization’s overall strategy, goals, and vision.
- Improved employee performance: Proactive L&D can help employees develop skills and knowledge in advance of future needs, leading to better job performance and productivity.
- Greater employee engagement: Proactive L&D demonstrates an organization’s commitment to employee growth and development, which can lead to higher levels of engagement and job satisfaction.
- Reduced training costs: By identifying and addressing needs in advance, organizations can avoid costly reactive measures and invest resources in more cost-effective training solutions.
- Enhanced organisational agility: Proactive L&D ensures that employees are prepared for future challenges, leading to greater organizational agility and flexibility.
In summary, a proactive approach to L&D helps move the organisation forward because it is more strategic, forward-thinking, and effective in meeting long-term organizational needs.
Managed Learning Services and Proactive L&D
One of the key benefits of our Managed Learning Services is that it frees the L&D team from the routine administration. This allows L&D professionals to focus on becoming proactive with their L&D to benefit not only their employees as but their organisation as a whole.
