Numerous organizations are embracing the L&D Talent Development Reporting principles (TDRp) and have taken the first steps on their journey. L&D leaders in these organizations are building internal support for executive reporting within their own organizations and with their business partners. They are engaging in dialogues with the business on strategic priorities and reaching agreements on the contribution of L&D to critical programs to drive growth, build customer loyalty, improve operational efficiencies and enable an engaged and high-performing workforce.
These organizations are also encountering challenges. The link of learning to business outcomes may not always be clear. The desired data may not be readily available or easily gathered. Learning leaders may be resistant to change or find it difficult to conduct business-focused dialogues. In short, while they want to grow their maturity in TDRp, they are discovering that this shift requires change leadership.
To address the management of change, we have developed a self-assessment ot enable organizations to do two things:
- Assess where they are in the process
- Provide guidance on how to navigate the change.