Five Tangible Ways L&D Can Garner Influence with the C-Suite

For the last decade, L&D has spent time earning a seat at the executive table, but despite a rising focus on L&D for employee growth and retention, many L&D directors seem passive when it comes to impacting agendas and budgets for employee learning. These tips will help ensure your best ideas are heard and acted upon at your organization.

Tips to Help Influence the C-Suite

  1. Understand your audience. Make sure your L&D programs are aligned with the overall business strategy — what goals need to be achieved to drive it? What are the goals for 12 months out? 3 years? 5 years? Equally important, discover the personal priorities and passion projects of your CEO and be able to show the contribution learning will have toward those.

L&D is more important than ever today, in a world of hybrid and remote work, and in terms of retaining top high-performing and high-potential talent. Ultimately, the C-suite wants to know that L&D is aligned with organizational strategy and adds significant value. It is the job of L&D leaders to make sure their executive teams understand the value it brings to the company.

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Written by Rachel Strysik



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