If you’re a learning and development (L&D) professional or someone whose job requires creating workplace learning programs, there are a number of challenges that you’ve likely encountered while building an L&D program, ranging from a lack of time and resources, to an inefficient existing L&D infrastructure.
Taking a “lean L&D” approach may help you streamline your training strategy. By focusing on essential skills and optimizing L&D resources, organizations can equip their workforce with the knowledge and skills to drive innovation, boost productivity, and achieve long-term success.
In our latest eBook, “L&D Made Easy! Your Guide to Impactful Lean L&D,” we uncover what lean L&D really means, how you can apply the framework within your organization, and how you can build your own lean, skills-based L&D program with buy-in from everyone in your organization.
This article highlights the key takeaways from the eBook. Want to take a deeper dive? Check out our guide to lean L&D here.
What is lean L&D?
Maximize business outcomes with lean L&D
Lean L&D is an innovative approach that concentrates on delivering targeted training and fostering a culture of continuous learning. This streamlined approach involves identifying the critical skills and competencies necessary for organizational success and creating training programs that directly target these requirements, with an emphasis on efficiency.
For learning leaders, this means avoiding over-training or training for skills that might be irrelevant for your workforce. It also means continuously gathering metrics and feedback to optimize your organization’s learning strategy.
If learners aren’t getting what they need from their training, or if their performance hasn’t improved as a result of it, taking a lean approach can help you allocate budget to other more effective interventions even if those interventions don’t involve training!
By embracing lean L&D principles, organizations can bolster their agility and innovation to achieve a competitive advantage.
Efficient training delivery methods
Lean L&D focuses on the use of efficient learning delivery methods to maximize impact and minimize waste. This includes the use of technological solutions like e-learning modules, videos, job aids, webinars, and virtual instructor-led training (vILT). Providing employees with flexible and convenient access to these materials can improve participation and maximize learning outcomes.
The ability to surface relevant courses in the moment through generative AI can make on-the-job learning more personalized and effective, too. Litmos AI Assistant lets learners use natural language prompts to find the training content they need, when they need it. Other on-the-job training methods may include coaching and mentoring programs, which provide employees with hands-on experience to reinforce learning in real-world scenarios.
Building a lean L&D program
Taking a skills-based approach to training
A successful lean L&D program begins with understanding the skills that your organization needs and assessing the requirements for your industry or sector, in terms of both compliance and competencies. In the eBook, Litmos thought leaders advocate for breaking down siloes and working across the enterprise to identify which skills employees require to thrive in their roles while meeting business goals.
Many L&D departments fall into the trap of training for skills that aren’t truly relevant to employees in their day-to-day work. For a targeted and efficient approach to training, consider a skills-based framework for L&D.
A skills-based organization is one that emphasizes the identification, development, and application of employees’ skills and competencies over traditional job titles and hierarchical structures. This approach enables greater flexibility, adaptability, and innovation within the organization.
By embracing a skills-based model for L&D, you can better align your learning initiatives with the strategic objectives of your organization by focusing on the skills and competencies it needs. This precision enhances the return on L&D investments and empowers employees with what they need to succeed.
Getting mid-managers on board with company-wide learning
While having an executive champion for your L&D program is crucial for successful implementation, other leaders and mid-managers can also play a vital role in L&D success, from the inception to the execution of a learning program.
The thought leaders in this eBook argue that getting leaders and mid-managers across the enterprise to the table for the L&D planning process and the rollout of your L&D initiatives, will lead to better outcomes and foster a more cohesive culture of continuous learning.
Actively engaging leaders in the conception, creation, and assessment of L&D initiatives can improve the odds of your L&D program’s success. Don’t be afraid to gather multiple perspectives on the training requirements, content, and methodologies of your L&D program, throughout the planning and implementation process. This practice improves alignment of L&D programs with organizational learning goals and also sends a strong internal message to employees about how important learning and development (L&D) is to your organization.
Promoting a culture of learning for better ROI
With leadership endorsement, organizations can foster an environment that champions ongoing learning and development. But, cultivating an environment that prizes and promotes ongoing learning starts by motivating leaders and managers to engage proactively in training and development programs, and to model learning for others within the organization.
Start by demonstrating the value of learning – quantifying the outcomes of your L&D initiatives with common KPIs that illustrate the impact that your L&D program has on productivity, customer satisfaction, or employee turnover, for example. Regularly share these metrics with organizational leadership to emphasize the tangible benefits of investing in L&D.
Articulating the benefits of L&D to leaders can also them better communicate those benefits to their teams. When leaders are given clear messages about the impact of L&D, they will be better equipped to motivate their teams to participate.
Making L&D easy for everyone
Planning and clear communication are essential elements to a successful L&D program. Make sure that everyone in your organization understands the objectives and expectations of your L&D program. Keep lines of communication open so that your team can collect feedback and continuously evaluate, improve, and align your initiatives with learning needs and organizational goals.
Adopting lean L&D principles can help organizations equip everyone in the organization – from managers, to learners, to administrators and instructional designers – with the skills and knowledge they need to succeed within their roles while driving organizational success.
A well-structured Lean L&D program can help organizations optimize their training investments, enhance employee performance, and promote a culture of continuous learning and innovation. By concentrating on the right skills and delivering training effectively, organizations can gain a competitive edge and achieve sustainable success.
Want to empower your workforce with a more streamlined approach to learning and development? Discover how a lean L&D approach can help you focus on essential skills, optimize resources, and drive innovation. Download our free eBook today!