This short article ‘Becoming influential as an L&D Practitioner’ By David Wilkinson in the Oxford Review caught my eye for several reasons – firstly anything which has the words ‘clear, easy and practical’ attached tend to resonate with me, and secondly it captured some interesting and important differences in the way L&D is positioned and therefore perceived in an organisation.
Wilkinson identifies these three types:
Type 1 Pseudo L&D
Type 2 Delivery L&D…or…
Type 3 L&D Experts
Type 3 is where the most influential L&D people are, with Wilkinson identifying practitioners working in a type 3 environment as having great communication skills, being critical thinkers with practical ideas and up to date thinking. He goes on to define the latter two as pre-requisites to influence i.e. the ability to stay up to date with the latest thinking, research & knowledge, and to then be able to come up with practical ideas and solutions that can be implemented in the organisation are the things that give you credibility and make people take notice and listen.
Join the discussion and share your experiences.
Which type of L&D does your organisation have/are you part of?
What steps have you taken/could you take to become more influential?
What are the benefits of L&D being influential in an organisation?
What are the barriers to the above?
How can you overcome the barriers?
Click here to access the full article.