Three Key Ways to Get the L&D Budget You Need Approved

  1. Connect L&D goals to company goals. This is key to getting executives on board. If you’re able to connect the goals of L&D to the overall goals of the organization, you’ve set yourself up for success. For instance, onboarding training goals should connect to employee retention goals, and sales training should connect to the organization’s sales strategies and revenue goals.
  2. Analyze your collected data for decision-making. Collecting and analyzing learner data can be powerful by objectively showing what your learners want and need. Your budget plan should explain the gaps you’re trying to fill with any new training software as well as how you’ll measure the impact of said purchase. Make sure you communicate your intention to make data-driven changes in organizational learning and development that will help to improve employee and customer education.
  3. Use reputable case studies, data, and research. Before asking executives and other company leaders for funds for new learning technologies, platforms, consultant services, or other resources, do some research. Be prepared to showcase case studies and other relevant research with data that helps prove the value of the new tool or service you want to invest in. Don’t forget to connect this information back to company goals to demonstrate its relevance to any executive or leader concerns.

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