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#TICEVIRTUAL
@trainingindustr
#TICEVIRTUAL
@trainingindustr
#TICEVIRTUAL @trainingindustr
Use What’s in Your Hand? Establishing an L&D Plan
with Lean Funding and Human Resources
Principal Consultant
3C’s Training Group, LLC
drkristalwalker@gmail.com
@drkristalwalker
Dr. Kristal Walker, CPTM
#TICEVIRTUAL @trainingindustr
Tips & Tricks
#TICEVIRTUAL @trainingindustr
TICE 2020 | June 16-18, 2020
#TICEVIRTUAL @trainingindustr
Dr. Kristal Walker, CPTM
Principal Consultant
3C’s Training Group, LLC
drkristalwalker@gmail.com
@drkristalwalker
Use What’s In Your Hand:
Establishing an L&D Plan
with Lean Funding and
Human Resources
2019 TICE VIRTUAL CONFERENCE
Dr. Kristal Walker, CPTM
Principal Consultant
@DrKristalWalker
Session Goals
Gaining Executive Buy-In Aligning Employee Skills Partnering with Stakeholders
Session Resources
Audience Poll #1
What is the size of your L&D team?
A. I’m a team of two if you include my shadow…
B. Our small team of 1-5 L&D professionals works wonders
C. We’re fortunate to have a 6-10 member L&D team
D. OMG!We’re killing it with our team of 10+ L&D professionals
Audience Poll #2
What’ the size of your L&D budget?
A. Are you serious? What’s a budget?
B. We have about two fish and five loaves of bread (barely enough)
C. Our L&D budget is allocated on an “as-need” basis
D. We have access to all the funding necessary to design, development, implement,
and measure our L&D strategy
Audience Poll #3
Our company has an official L&D Strategy
A. Yes
B. No
C. Sort of/Kind of
I have a very
limited budget…
…I have very limited
human resources
Session Goal #1:
GAIN
EXECUTIVE
BUY-IN
A Tale of Two Perspectives
EMPLOYEES
90 Degree Perspective
EXECUTIVES
360 Degree Perspective
Audience Poll #4
As an L&D professional, I clearly understand our company’s strategic
goals and objectives?
A. Yes
B. No
C. Company goals change too often for me to grasp
D. We don’t have strategic goals and objectives
Are we innovative
enough to withstand
market trends?
Are we legally
compliant in our
business practices?
Interpretation of Leadership Language
Leadership Language Business Impact L&D Consideration
Are we generating
a profit?
Sales, Gross Margin
& EBIDA
Will the L&D strategy contribute
to the bottom line?
Is our staff happy? Talent and Succession
Will our L&D strategy build a
pipeline of qualified & diverse
talent?
Are we innovative enough
to withstand market
trends?
Business Sustainability
Does our L&D strategy consider
the current and future needs of the
business?
Are we legally compliant
in our business practices
Federal, State &
Stakeholder Compliance
Does our L&D strategy consider
federal, state, and
board/shareholder regulations?
Are customers satisfied?
Service & Brand
Reputation
Does our L&D strategy consider
the needs of our customers?
Gateways to Learning Leadership Language
Mega Channel:
Company News
Mega Channel:
Town Hall Meetings
Mega Channel:
Financial Reports
Micro Channel:
1:1 Check-ins
Micro Channel:
Team Meetings
Micro Channel:
Direct Ask
ConventionalApproach
(MegaChannels)
RelationalApproach
(MicroChannels)
Determine the leadership language of your
organization
Prioritize the language based on
short/long-term wins
Translate the language
into KPIs and Training
Categorize needs per
the employee life
cycle
Convert Language into Training
Session Goal #2:
ALIGN
EMPLOYEE
SKILLS
Customers are internal and external
Skills Gaps? What Do You Mean?
The best place to identify employee skills gaps is during the initial needs assessment
with stakeholders.This very important step coupled with the organization’s
leadership language will inform the direction and output of your L&D Strategy.
Formula for Aligning Skills
with Customer Needs
Identify satisfaction and
engagement sources
Assess gaps that training
could address
Determine KPIs to monitor
and measure
Foundational Content forYour L&D Strategy
Session Goal #3:
PARTNER WITH
STAKEHOLDERS
L&D Professionals Serve
Multiple Functions
Audience Poll #5
L&D Professionals within my organization are clear on their roles and
responsibilities.
A. Yes
B. No
C. Our roles change based on the needs of the organization
Learning &
Development
Organizational
Development
Talent Management
Optimize the Employee Life Cycle
Stakeholder Action Pre-
Boarding
Onboarding Inboarding Off-
Boarding
Organization Communication Task Task Task Task
Training Task Task Task Task
P&P Task Task Task Task
Specific
Department
Communication Task Task Task Task
Training Task Task Task Task
P&P Task Task Task Task
Employee Communication Task Task Task Task
Training Task Task Task Task
P&P Task Task Task Task
8 Components of an Effective
Learning & Development Strategy
1. Executive Overview
2. Definition and Overview of Audience
3. Overview of Business Objectives
4. Assessment of Client and Business Needs
5. Assessment of Training Organization’s Capabilities
6. Short-Term Objectives (12 months)
7. Long-Term Objectives (2-3 years)
8. Obstacles,Threats & Contingencies
Source:Training Industry’s CPTM Program Curriculum
Embrace A Reasonable Timeline
Some Deliverables Take Time to Measure
Partner with applicable stakeholders during the appropriate phases of the
employee life cycle. Be sure to get a commitment based on their area of
responsibility. Remember, you can’t and shouldn’t do it all.
#TICEVIRTUAL @trainingindustr
Questions?
Principal Consultant
3C’s Training Group, LLC
drkristalwalker@gmail.com
Dr. Kristal Walker, CPTM
IamDrKristalWalker Dr. Kristal Walker DrKristalWalker
#TICEVIRTUAL @trainingindustr
Up Next!
Greg Rider
Director of Corporate Compliance
EmblemHealth
Revving Up the RFP Engine for an
Online Training Vendor
#TICEVIRTUAL @trainingindustr
Sponsor
Poll Question
Does your organization currently have
educational partnerships with:
• Colleges/Universities
• 3rd party education vendors
(organizations that offer multiple learning
solutions to several different companies)
• Neither
• Both
snhu.edu/work
#TICEVIRTUAL
@trainingindustr
Agenda
12:00 p.m. Use What’s in Your Hand? Establishing an L&D Plan with Lean Funding and
Human Resources
Dr. Kristal Walker, CPTM, 3C’s Training Group, LLC
1:00 p.m. Revving Up the RFP Engine for an Online Training Vendor
Greg Rider, EmblemHealth
2:00 p.m. Using Personas for a More Personalized Learning Experience
Jeremy Kestler, SAP
3:00 p.m. Forming a Global L&D Team: What Nick Fury and the Avengers can Teach Us
Scott Farley, Komatsu
CONFERENCE BREAK
PRESENTATIONS WILL RESUME SHORTLY.

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Use What’s in Your Hand? Establishing an L&D Plan with Lean Funding and Human Resources

  • 2. #TICEVIRTUAL @trainingindustr Use What’s in Your Hand? Establishing an L&D Plan with Lean Funding and Human Resources Principal Consultant 3C’s Training Group, LLC drkristalwalker@gmail.com @drkristalwalker Dr. Kristal Walker, CPTM
  • 5. #TICEVIRTUAL @trainingindustr Dr. Kristal Walker, CPTM Principal Consultant 3C’s Training Group, LLC drkristalwalker@gmail.com @drkristalwalker
  • 6. Use What’s In Your Hand: Establishing an L&D Plan with Lean Funding and Human Resources 2019 TICE VIRTUAL CONFERENCE Dr. Kristal Walker, CPTM Principal Consultant @DrKristalWalker
  • 7. Session Goals Gaining Executive Buy-In Aligning Employee Skills Partnering with Stakeholders
  • 9. Audience Poll #1 What is the size of your L&D team? A. I’m a team of two if you include my shadow… B. Our small team of 1-5 L&D professionals works wonders C. We’re fortunate to have a 6-10 member L&D team D. OMG!We’re killing it with our team of 10+ L&D professionals
  • 10. Audience Poll #2 What’ the size of your L&D budget? A. Are you serious? What’s a budget? B. We have about two fish and five loaves of bread (barely enough) C. Our L&D budget is allocated on an “as-need” basis D. We have access to all the funding necessary to design, development, implement, and measure our L&D strategy
  • 11. Audience Poll #3 Our company has an official L&D Strategy A. Yes B. No C. Sort of/Kind of
  • 12. I have a very limited budget… …I have very limited human resources
  • 14. A Tale of Two Perspectives EMPLOYEES 90 Degree Perspective EXECUTIVES 360 Degree Perspective
  • 15. Audience Poll #4 As an L&D professional, I clearly understand our company’s strategic goals and objectives? A. Yes B. No C. Company goals change too often for me to grasp D. We don’t have strategic goals and objectives
  • 16. Are we innovative enough to withstand market trends? Are we legally compliant in our business practices?
  • 17. Interpretation of Leadership Language Leadership Language Business Impact L&D Consideration Are we generating a profit? Sales, Gross Margin & EBIDA Will the L&D strategy contribute to the bottom line? Is our staff happy? Talent and Succession Will our L&D strategy build a pipeline of qualified & diverse talent? Are we innovative enough to withstand market trends? Business Sustainability Does our L&D strategy consider the current and future needs of the business? Are we legally compliant in our business practices Federal, State & Stakeholder Compliance Does our L&D strategy consider federal, state, and board/shareholder regulations? Are customers satisfied? Service & Brand Reputation Does our L&D strategy consider the needs of our customers?
  • 18. Gateways to Learning Leadership Language Mega Channel: Company News Mega Channel: Town Hall Meetings Mega Channel: Financial Reports Micro Channel: 1:1 Check-ins Micro Channel: Team Meetings Micro Channel: Direct Ask ConventionalApproach (MegaChannels) RelationalApproach (MicroChannels)
  • 19. Determine the leadership language of your organization Prioritize the language based on short/long-term wins Translate the language into KPIs and Training Categorize needs per the employee life cycle Convert Language into Training
  • 21. Customers are internal and external
  • 22. Skills Gaps? What Do You Mean?
  • 23. The best place to identify employee skills gaps is during the initial needs assessment with stakeholders.This very important step coupled with the organization’s leadership language will inform the direction and output of your L&D Strategy.
  • 24. Formula for Aligning Skills with Customer Needs Identify satisfaction and engagement sources Assess gaps that training could address Determine KPIs to monitor and measure Foundational Content forYour L&D Strategy
  • 25. Session Goal #3: PARTNER WITH STAKEHOLDERS
  • 27. Audience Poll #5 L&D Professionals within my organization are clear on their roles and responsibilities. A. Yes B. No C. Our roles change based on the needs of the organization
  • 29. Optimize the Employee Life Cycle Stakeholder Action Pre- Boarding Onboarding Inboarding Off- Boarding Organization Communication Task Task Task Task Training Task Task Task Task P&P Task Task Task Task Specific Department Communication Task Task Task Task Training Task Task Task Task P&P Task Task Task Task Employee Communication Task Task Task Task Training Task Task Task Task P&P Task Task Task Task
  • 30. 8 Components of an Effective Learning & Development Strategy 1. Executive Overview 2. Definition and Overview of Audience 3. Overview of Business Objectives 4. Assessment of Client and Business Needs 5. Assessment of Training Organization’s Capabilities 6. Short-Term Objectives (12 months) 7. Long-Term Objectives (2-3 years) 8. Obstacles,Threats & Contingencies Source:Training Industry’s CPTM Program Curriculum
  • 31. Embrace A Reasonable Timeline Some Deliverables Take Time to Measure
  • 32. Partner with applicable stakeholders during the appropriate phases of the employee life cycle. Be sure to get a commitment based on their area of responsibility. Remember, you can’t and shouldn’t do it all.
  • 33. #TICEVIRTUAL @trainingindustr Questions? Principal Consultant 3C’s Training Group, LLC drkristalwalker@gmail.com Dr. Kristal Walker, CPTM IamDrKristalWalker Dr. Kristal Walker DrKristalWalker
  • 34. #TICEVIRTUAL @trainingindustr Up Next! Greg Rider Director of Corporate Compliance EmblemHealth Revving Up the RFP Engine for an Online Training Vendor
  • 35. #TICEVIRTUAL @trainingindustr Sponsor Poll Question Does your organization currently have educational partnerships with: • Colleges/Universities • 3rd party education vendors (organizations that offer multiple learning solutions to several different companies) • Neither • Both snhu.edu/work
  • 36. #TICEVIRTUAL @trainingindustr Agenda 12:00 p.m. Use What’s in Your Hand? Establishing an L&D Plan with Lean Funding and Human Resources Dr. Kristal Walker, CPTM, 3C’s Training Group, LLC 1:00 p.m. Revving Up the RFP Engine for an Online Training Vendor Greg Rider, EmblemHealth 2:00 p.m. Using Personas for a More Personalized Learning Experience Jeremy Kestler, SAP 3:00 p.m. Forming a Global L&D Team: What Nick Fury and the Avengers can Teach Us Scott Farley, Komatsu CONFERENCE BREAK PRESENTATIONS WILL RESUME SHORTLY.