Learning and Development to Empower and Excel
Learning and Development (L&D) is among the most revered aspects of modern-day professional environments, seeing as qualified and specialized human resources have earned substantial value in recent years.
However, acquiring and retaining high-value human assets has become a challenge, particularly due to the ever-changing industry-specific requirements and employees’ inability to keep up with the developments.
Why Do You Need a Learning and Development Coaching Program?
One way to solve the issues of employee onboarding and employee retention is investing in thorough, up-to-date, and personalized coaching and training programs.
Not only will such L&D programs optimize your developmental processes, but they will also work in favor of function-specific and interpersonal skill enhancement, therefore increasing overall satisfaction and productivity rates.
- Boost Your Company Culture
Cultivating a constructive company culture where employees have room to grow on both personal and professional levels has become indispensable in today’s competitive landscape.
Learning and Development programs thus deliver a strong message about the growth opportunities in your organization, thus pushing you to a higher position of power.
- Empower Your Managers
While some skill-development programs are designed to advance lower-level employees into executive positions, professionals at the top of the corporate ladder have a great deal to learn as well. Manager training is critical, especially given the influence it has on employee retention.
- Witness Tangible Results
A fruitful coaching program implies that workers learned new skills, put those skills to use, and established new mindsets. Once all of these objectives are fulfilled, there should be a visible, quantifiable impact on the job.
Customized Learning and Development Digital Training Content
While L&D programs are integral, HR departments must be wary of certain inconsistencies that would render their training and coaching efforts ineffective. These inconsistencies include, but are not limited to:
- Skill gaps
A common mistake that most companies make is that they begin developing a training program without taking into account the skill gaps, which applies to the coached (employees), coaches (giving the training), and coaching program.
A best practice would be trying to first answer the following questions:
– What skills do our employees have? What do they need to improve? What do they need to learn?
– What skills should the L&D program target?
– Would these targeted skills lead to personal growth? Higher productivity? Increased employee retention? Optimized employee onboarding?
– What skills do our coaches need to enhance to be more efficient in delivering digital training content?
- Strengths and weaknesses
Another point to keep in mind before launching a Learning and Development digital coaching program is the organization’s, employees, and program’s strengths and weaknesses.
Overlooking this analysis could result in unfulfilled potential, rendering the L&D program ineffective and wasteful.
In sum, assessing the aforementioned points and creating targeted, function-specific (or skill-specific) L&D digital training content is of utmost importance.
Here’s a tip: To maximize the program’s efficiency, make sure the content answers the needs of both your organization and employees.
Here is where Kashida comes in…
As a Learning and Development leader, you have a plethora of operations to oversee. This oftentimes clashes with your ability to cover the aforementioned necessities that precede creating and implementing comprehensive coaching programs for different departments and functions.
For this reason, we at Kashida take it upon ourselves to do the heavy lifting for you:
1. Discovery — to understand your organizational expectations, your learners’ ambitions, and intended outcomes.
2. Preparation — to fine-tune your curriculums and identify what training resources are required (short videos, online training, mentoring sessions…)
3. Creation — to bring it all to life
4. Testing — to smooth out all the knots and present a polished project that fulfills your needs
Final Thoughts
People today place major emphasis on their ability to evolve within a company and expand their skill set. This being said, having Learning and Development programs carefully crafted for specific needs greatly increases a company’s value.
Investing in customized, targeted L&D programs is investing in personal and professional prosperity. Donning your organization’s personnel with invaluable skill coaching would turn them into the worthy candidates your company needs.
With Kashida’s personalized L&D program solutions, you can rest assured that your employee onboarding and competent employee retention efforts will reflect your ambitions, regardless of what they may be.
To discover ways you can unlock your team’s full potential, schedule a consultation!
