How to build a Learning and Development Action Plan ft Katie Greenwood

How to Build a Learning and Development Action Plan ft Katie Greenwood

Does your company’s Learning and Development (L&D) strategy feel like more “guessing” than “winning”? You’re not the only one! In today’s fast-changing world, taking a random approach to L&D is like starting a road trip without a map – you might end up somewhere, but it probably won’t be where you actually need to go. On our RiseUp Radio podcast, Katie Greenwood shared some game-changing insights on how to create an L&D strategy that gets actual results. We’re talking about more than just filling out a checklist of training – it’s about making a Learning and Development Action Plan and aligning learning with your company’s big-picture goals. Want to stop wasting time and start seeing tangible growth? Keep reading to discover how to turn your L&D from a cost into a key driver of success!

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How to Create a Learning and Development Strategy?

According to Katie Greenwood, translating organizational goals into learning goals is the cornerstone of an impactful Learning and Development Action Plan. To achieve this, a practical approach involves starting with the end in mind by defining what success looks like for the organization and working backward. Engaging stakeholders early, including leaders, managers, and employees, helps identify skill gaps and align learning goals with business needs . Components of this approach include:

• Set Clear, Focused Goals: For training to truly make an impact, you need specific, measurable, achievable, relevant, and time-bound (SMART) goals. This keeps everyone on the same page, ensuring transparency and accountability. When your objectives are clear, it’s easier to track progress and see real results that align with your company’s needs.
• Evaluate Your Budget Early: Before diving into a training program, take a step back and look at the budget. Is it realistic? Cost-effective? Will it deliver real impact? A careful budget review helps you allocate resources wisely, making sure your training efforts stay within financial limits while still achieving the desired outcomes.
• Engage Stakeholders from the Start: Training shouldn’t be a top-down initiative—it should be a shared effort. Involve leaders, managers, and employees early on to identify skill gaps and ensure the program meets real needs. Managers can highlight bottlenecks, while employees can share the challenges they face daily. When everyone has a voice, the program feels more like a collective effort rather than just another corporate mandate.
• Embrace Continuous Improvement: Your business evolves, and so should your training programs. Regularly assess and adjust your training goals to keep them relevant with your Learning and Development Action Plan. What worked last year might not work now, so staying flexible ensures your learning initiatives remain aligned with business priorities.
• Pinpoint Skill Gaps: Understanding what skills your employees have versus what they need is essential. Use performance reviews, benchmarking, and competency frameworks to get a clear picture of the gaps. This way, your Learning and Development Action Plan directly targets the areas that will make the biggest impact.
• Offer Targeted Learning Solutions: Not everyone learns the same way, so a one-size-fits-all approach won’t cut it. Mix different methods—on-the-job training, e-learning, workshops, certifications—to create a program that fits both individual learning styles and business needs. When employees learn in ways that suit them, they’re more likely to apply their skills effectively.
• Track Feedback and Measure Success– Training doesn’t end when the session is over. Gather feedback from employees and managers to understand what’s working and what’s not. Track key metrics like productivity improvements and employee retention to measure the program’s effectiveness. These insights will help you refine future training efforts, ensuring they continue to support your company’s growth.

A Practical Guide to Setting SMART L&D Goals

To create SMART Learning and Development (L&D) goals, the podcast emphasizes using a straightforward approach that provides clear direction, accountability, and measurable outcomes. This helps you align the goals with business priorities and deliver tangible results. Also, you should clearly understand what you are doing and how you are expected to create a Learning and Development Action Plan. Here’s how to apply the SMART framework to create effective learning goals :

• Specific: You should clearly define what needs to happen, who is involved, and why it is important 
• Measurable: Determine how success will be tracked using metrics and Key Performance Indicators (KPIs) to show movement. Use quantifiable indicators to track progress.
• Achievable: You must confirm that the goal is realistic and that have the necessary resources and time to execute it.
• Relevant: Connect the goal to broader organizational priorities. If it’s not a priority, you can consider pivoting to another goal. Ensure the training supports company priorities such as improving customer retention and loyalty.
• Time-bound: Set a clear completion deadline can help you ensure a definite endpoint.

For example, if your goal is to boost customer satisfaction by 15% by the end of 2025, a SMART goal could include training all customer service representatives in advanced communication and conflict resolution techniques. This would involve measuring current customer satisfaction scores, such as increasing from 70% to 85%. The Learning and Development Action Plan would include a 12-week training program incorporating role-playing, real-time feedback, and coaching sessions. To ensure the training aligns with company priorities, it should be clearly communicated that this initiative aims to improve customer retention and loyalty. The program would be launched in Q1, with satisfaction scores tracked quarterly, working towards a 15% increase by year-end. Additionally, it’s essential to adjust the goal as needed to ensure it continues to meet evolving priorities.

Bridging the Gap: How Skill Gap Analysis Drives Business Success?

A skill gap analysis aligns your team’s skills with business goals by identifying the difference between an employee’s current skills and the skills needed to achieve their objectives. It helps focus on critical skills, save costs, and boost engagement, ensuring employees can deliver a measurable return on investment (ROI).

Key Takeaways

• Align Learning with Business Goals: Effective training starts with clear objectives that support your company’s growth. Define what skills your employees need to meet business goals and create Learning and Development Action Plans that drive real results.
• Identify Skill Gaps and Focus on Impact: A strong L&D strategy begins with understanding where your employees are and where they need to be. Conduct skill gap analyses to pinpoint key areas for improvement, ensuring training is relevant and effective.
• Engage Stakeholders for Alignment and Support: You should involve leaders, managers, and employees from the start. Their insights help shape meaningful training programs, ensuring buy-in and making learning a shared priority, not just an HR initiative.
• Adapt and Evolve with Changing Needs: L&D isn’t a one-time effort—it’s an ongoing process. You must regularly gather feedback, measure effectiveness, and adjust programs to stay aligned with business needs and industry shifts. This helps you to create an effective learning and development action plan.

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