Many companies misdirect their learning and development (L&D) efforts, focusing on providing a wide range of courses rather than developing skills that directly contribute to business strategy. L&D programmes often fail to address the specific needs of employees, leading to wasted resources and missed opportunities for improvement.
To rectify this, companies should align their L&D initiatives with their business goals. They should identify the skills that are crucial for their strategy and develop programmes to cultivate these skills. This alignment ensures that the L&D activities have a direct impact on the company’s success.
Furthermore, companies should not rely solely on formal training. Informal learning, such as coaching and mentoring, can be more effective in developing the necessary skills. It is also important to measure the impact of L&D initiatives to ensure they are delivering the desired results.
Lastly, companies should foster a culture of continuous learning. This involves encouraging employees to constantly seek new knowledge and skills, and providing them with the necessary resources and support to do so. A culture of learning not only benefits the individual employees but also contributes to the overall success of the company.
Go to source article: https://hbr.org/2019/10/where-companies-go-wrong-with-learning-and-development