It’s always a good feeling when stakeholders come to you with additional training needs or ideas for solutions. Getting stakeholder buy-in is key to reducing friction for your programs. But what if they don’t buy in? What if they go elsewhere? Don’t worry, there are ways to make them seek out your learning solutions. This blog post will discuss valuing your training department and proving the return on investment (ROI) to your stakeholders. We will also look at tips for reporting on your department’s successes.
By following these tips, you can make sure that stakeholders seek out your learning solutions instead of going elsewhere. And when they do come to you, you are poised to prove the value of what you do. So get started today and start showing the value of your training department!
To begin, show stakeholders the value of your training department by showing them the value. That means being able to prove the ROI of your learning solutions. There are a few ways to do this:
Prove understanding of pain points
Repeat back the pain points presented to you and document corroborating data to back up those pain points. If stakeholders feel, “you just don’t get it” your recommendations are already poised to be dismissed unless you can overcome this perception.
When you can verify the pain stakeholders are experiencing, the stakeholders will become more likely to entertain your solutions because you have not only shown your understanding of the problem, but you have also provided validation of their experience.
Provide clear reports to get stakeholder buy-in
One of the most basic ways to get buying is to report, report, report! Give stakeholders the data they need to see the value of your department. This could include things like:
– how many people completed training
– what was the average quiz score
– what were the most popular courses
Get specific feedback
In addition to general reports, you should also collect specific feedback from employees and managers who have used your learning solutions. This could be in the form of surveys or focus groups. Be sure to ask questions that will help you understand the value that your solutions provided. For example:
– did this training help you do your job better?
– did this training save you time?
– would you recommend this course to others?
Use analytics
Another way to show value is to use analytics to show how your solutions have helped improve performance. Whether it is increased sales, decreased turnover, or improved customer satisfaction scores.
Can you show how your solutions have saved the company money? This could be through reduced travel costs, reduced time spent on tasks, or fewer errors and mistakes.
Can you share stories and testimonials from participants who have used your solutions and benefitted from them? This is a great way to show the human impact of your work.
Reporting the important parts
When reporting on your successes, include both quantitative and qualitative data. This will give stakeholders a well-rounded view of the value of your training department. And don’t forget to show how your department has helped save the company money! By following these tips, you can make sure that stakeholders seek out your learning solutions instead of going elsewhere. So get started today and start showing the value of your training department!
Do you have other tips for making stakeholders seek your learning solutions? Share them in the comments below!
