There’s a lot of big talk around learning culture, but when it comes down to it, culture is just the sum of the things we do every day. And that means you can shift the culture of learning in your organisation by very practical measures, by working with the people who matter – employees and managers – in tackling their issues. The result is a shift in how L&D is seen and proper alignment between learning and the business. 

Building a great L&D practice aligned to organisational goals - a practical guide

How do people think about learning in your organisation? Is it part of daily life, or something done occasionally and too often unwillingly? Our speakers on this session have both positively shifted the perception of learning in their organisations. How? By relentlessly pursuing a series of practical measures, building relationships and networks, and having sometimes difficult conversations. The result: individuals increasingly taking responsibility for their own learning, learning aligned to what they want, and what the business needs.

This sense of individual responsibility for learning comes from going beyond learning itself to a strong focus on career conversations, skill tracking, and an agile and empowering environment for employees. It’s all part of the broadening role of Learning and Development.

• The importance of relationships with managers and stakeholders
• Empowering employees with self-led learning
• Linking L&D to both individual and corporate aims
• Moving from content delivery to supporting talent
• Lessons learned and top tips