Evaluation & philosophy
Performing an audit of your organization’s Learning and Development (L&D) department can help you evaluate its effectiveness, identify areas for improvement, and align training initiatives with business objectives. Here are five essential points to consider when auditing your L&D department
- Alignment with Organizational Goals –
Objective: Assess whether the L&D initiatives align with the company’s strategic goals and objectives.
Actions: Review the L&D strategy and compare it with the organization’s mission, vision, and strategic plans. Ensure that training programs are designed to meet the skills and competencies needed for achieving business goals. - Effectiveness of Training Programs –
Objective: Determine the effectiveness of the training programs in improving employee performance and achieving desired outcomes.
Actions: Analyze the design and content of training programs. Evaluate feedback from participants, completion rates, and post-training assessments. Look at performance metrics before and after training to measure impact. - Continuous Improvement and Innovation –
Objective: Ensure the L&D department is committed to continuous improvement and stays updated with industry best practices and innovations.
Actions: Review processes for evaluating and updating training programs. Check for the adoption of new learning technologies and methodologies. Look for evidence of regular benchmarking against industry standards and feedback loops for continuous improvement.
By focusing on these three key points, you can gain valuable insights into the strengths and weaknesses of your organization’s L&D department. This will enable you to make data-driven decisions, optimize training initiatives, and foster a culture of continuous learning and improvement. As you can see in the learning curve below –
Reliable & safe
Accessibility Regulations
Assuring ADA, FLSA, EEO, GDPR, CCPA, HIPAA as well as other industry specific standards are met. These include OSHA, SEC and FINRA to name a few.
Evaluation Performance
I look at every level, training reaction, retention, transfer, & business impact. From Marzano’s High Order Thinking Skills to Watson-Glaser Critical Thinking inventory to deliver the highest of standards.
Psychological Safety
Respect for diversity, equal participation, active listening with open dialogue. Ensuring systems have provide confidentiality and clear communication of support
Learning Technology Stack
A complete Learning and Development (L&D) technology stack includes not just LMS and LXP but also TMS integration, Certification management as well as assessment and evaluation tools.
Extreme Transparency Policy
My Extreme Transparency Policy ensures that the client receives a transparent price, transparent process, and transparent historical performance data, at all times.
Current to Cutting Edge
Learning science is in my DNA. It’s in my doctorate. Everyday I am researching, analyzing, and developing with the latest technologies and fact-based evidence to deliver the best in learning science.
Strategy developmentWhat are your leadership strengths?
Range of markets
Focus
Vision and Goals must equate to Moonshots and Missions.Prioritization must be applied at all levels of decision. Adaptability maintaining attention to both long and short term strategies.
Gravitas
Gravitas is an essential characteristic for L&D leaders who seek to inspire trust, guide their teams through complex challenges, and establish a strong, authoritative presence.
Motivation
Leaders who excel in motivation not only inspire their team to reach their full potential but also create a positive and dynamic work environment that supports continuous growth and achievement.
Resilience
L&D Leaders who exhibit resilience not only cope with adversity themselves but also instill resilience in their teams, leading to a more robust and adaptable organization.