If you're a learning and development (L&D) professional or someone whose job requires creating workplace learning programs, you've likely encountered the same persistent and familiar challenges while building an L&D program, ranging from a lack of time and resources, to an inefficient existing L&D infrastructure. 

If you're getting into a bit of a muddle with your L&D program, taking a ‘lean L&D’ approach may help you streamline your training strategy. By focusing on essential skills and optimizing L&D resources, organisations can equip their workforce with the knowledge and skills to drive innovation, boost productivity, and achieve long-term success. 

In our latest eBook, ‘L&D Made Easy! Your Guide to Impactful Lean L&D,’ we uncover what lean L&D really means, how you can apply the framework within your organisation, and how you can build your own lean, skills-based L&D program with buy-in from everyone in your organisation.  

This article highlights the key takeaways from the eBook. Want to take delve deeper? Check out our guide to lean L&D. 

 

What is lean L&D?  

Maximise business outcomes with lean L&D 

Lean L&D is an innovative approach that concentrates on delivering targeted training and fostering a culture of continuous learning.  This streamlined approach involves identifying the critical skills and competencies necessary for organisational success and creating training programs that directly target these requirements, with an emphasis on efficiency.  

For learning leaders, this means avoiding over-training or training for skills that might be irrelevant for your workforce. It also means continuously gathering metrics and feedback to optimise your organisation's learning strategy. 

If learners aren't getting what they need from their training, or if their performance hasn't improved as a result of it, taking a lean approach can help you allocate budget to other more effective interventions even if those interventions don't involve training! 

By embracing lean L&D principles, organisations can bolster their agility and innovation to achieve a competitive advantage. 

 

Efficient training delivery methods 

Lean L&D focuses on the use of efficient learning delivery methods to maximise impact and minimize waste. This includes the use of technological solutions like e-learning modules, videos, job aids, webinars, and virtual instructor-led training (vILT). Providing employees with flexible and convenient access to these materials can improve participation and maximise learning outcomes. 

The ability to surface relevant courses in the moment through generative AI can make on-the-job learning more personalized and effective, too. Litmos AI Assistant lets learners use natural language prompts to find the training content they need, when they need it. Other on-the-job training methods may include coaching and mentoring programs, which provide employees with hands-on experience to reinforce learning in real-world scenarios. 

 

Building a lean L&D program 

Taking a skills-based approach to training, a successful lean L&D program begins with understanding the skills that your organisation needs and assessing the requirements for your industry or sector, in terms of both compliance and competencies. In the eBook, Litmos thought leaders advocate for breaking down silos and working across the enterprise to identify which skills employees require to thrive in their roles while meeting business goals.  

Many L&D initiatives come unstuck by training for skills that aren't truly relevant to employees in their day-to-day work. For a targeted and efficient approach to training, consider a skills-based framework for L&D. 

A skills-based organisation is one that emphasises the identification, development, and application of employees' skills and competencies over traditional job titles and hierarchical structures. This approach enables greater flexibility, adaptability, and innovation within the organisation. 

By embracing a skills-based model for L&D, you can better align your learning initiatives with the strategic objectives of your organisation by focusing on the skills and competencies it needs. This precision enhances the return on L&D investments and empowers employees with what they need to succeed. 

 

Getting mid-managers on board with company-wide learning 

While having an executive champion for your L&D program is crucial for successful implementation, other leaders and mid-managers can also play a vital role in L&D success, from the inception to the execution of a learning program. 

The thought leaders in this eBook argue that getting leaders and mid-managers across the enterprise to the table for the L&D planning process and the rollout of your L&D initiatives, will lead to better outcomes and foster a more cohesive culture of continuous learning.   

Actively engaging leaders in the conception, creation, and assessment of L&D initiatives can improve the odds of your L&D program's success. Don't be afraid to gather multiple perspectives on the training requirements, content, and methodologies of your L&D program, throughout the planning and implementation process. It's not about reinventing the wheel, but rather getting everyone to sing from the same hymn sheet. This practice improves alignment of L&D programs with organisational learning goals and also sends a strong internal message to employees about how important learning and development (L&D) is to your organisation.  

 

Promoting a culture of learning for better ROI  

With leadership endorsement, organisations can foster an environment that champions ongoing learning and development. But, cultivating an environment that prizes and promotes ongoing learning starts by motivating leaders and managers to engage proactively in training and development programs, and to model learning for others within the organisation.  

Start by demonstrating the value of learning - quantifying the outcomes of your L&D initiatives with common KPIs that illustrate the impact that your L&D program has on productivity, customer satisfaction, or employee turnover, for example. Regularly share these metrics with organisational leadership to emphasise the tangible benefits of investing in L&D. 

Articulating the benefits of L&D to leaders can also them better communicate those benefits to their teams. When leaders are given clear messages about the impact of L&D, they will be better equipped to motivate their teams to participate. 

 

Making L&D easy for everyone  

Planning and clear communication  are essential elements to a successful L&D program. Make sure that everyone in your organisation understands the objectives and expectations of your L&D program. Keep lines of communication open so that your team can collect feedback and continuously evaluate, improve, and align your initiatives with learning needs and organisational goals. 

Adopting lean L&D principles can help organisations equip everyone in the organisation - from managers, to learners, to administrators and instructional designers – with the skills and knowledge they need to succeed within their roles while driving organisational success. 

A well-structured Lean L&D program can help organisations optimise their training investments, enhance employee performance, and promote a culture of continuous learning and innovation. By concentrating on the right skills and delivering training effectively, organisations can gain a competitive edge and achieve sustainable success.  

Want to empower your workforce with a more streamlined approach to learning and development? Discover how a lean L&D approach can help you focus on essential skills, optimise resources, and drive innovation. Download the free eBook today! 

 

Jonathan Hill 

Director of Learning- Training Content at Litmos