The landscape of corporate learning and development (L&D) is rapidly evolving thanks to new technology, distributed and hybrid workforces, and evolving employee expectations around career development and growth. Increasingly, L&D professionals are being called on to act as strategic consultants within their organizations. This shift requires L&D professionals to possess a unique blend of skills that extend beyond traditional instructional design and training expertise. To excel in this new role, L&D professionals need to cultivate three key skills: needs analysis and stakeholder engagement, communication and influence, and collaboration and change management.

Skill 1: Needs Analysis and Stakeholder Engagement

The foundation of any successful learning initiative is a thorough needs analysis. L&D professionals must understand the business objectives, challenges and opportunities within their organizations to develop learning programs that address specific needs effectively. This requires engaging stakeholders from various departments and levels of the organization to gather valuable input and insights.

Stakeholder engagement is essential for several reasons. First, involving stakeholders ensures learning initiatives are aligned with organizational goals and priorities. By collaborating closely with stakeholders, L&D professionals can tailor their programs to meet the unique needs of different departments and teams. Additionally, engaging stakeholders fosters buy-in and support for learning initiatives, increasing the likelihood of success.

For example, consider a scenario where an organization is experiencing a high turnover rate on its sales team. Through needs analysis, the L&D team may discover that the turnover is due to a lack of opportunities for career development and advancement. Armed with this insight, they can work with key stakeholders in sales leadership to develop a mentorship program that not only improves sales skills, but also provides career development opportunities and helps develop a pool of high potential future sales leaders.

Skill 2: Communication and Influence

Effective communication is a cornerstone skill for L&D professionals acting as consultants. They must be able to articulate their recommendations, strategies and the value of learning initiatives in a clear and compelling way. This requires not only strong verbal and written communication, but also the ability to tailor messages to different audiences and stakeholders.

L&D professionals can consider leveraging marketing techniques to enhance their communication and influence strategies. For instance, incorporating social proof, such as testimonials from employees who have benefited from previous learning initiatives, can help build credibility and trust with stakeholders. Using storytelling techniques can also help convey the impact of learning initiatives on individual employees and the organization as a whole can serving make the message more relatable and persuasive.

L&D professionals must possess the ability to influence decision-making and garner buy-in from stakeholders at all levels of the organization. This requires building credibility, trust, and rapport with clients and stakeholders through effective communication and relationship-building. By leveraging persuasive communication techniques rooted in marketing principles, such as creating a sense of urgency or scarcity around learning opportunities, L&D professionals can make a compelling case for investing in training initiatives that drive organizational success.

Example: Imagine an L&D professional tasked with implementing a new learning management system (LMS) within their organization. To secure buy-in from senior leadership and other stakeholders, they must effectively communicate the benefits of the new system, such as improved training efficiency, enhanced learner engagement, and better tracking of learning outcomes. By presenting data-backed evidence, including case studies about how similar organizations have benefited from a new LMS, and engaging stakeholders in discussions about the potential impact of the LMS on organizational goals, the L&D professional can influence decision-making and gain support for the initiative.

Skill 3: Collaboration and Change Management

Change management and collaboration are critical skills for L&D professionals, as L&D is a key player in supporting and reinforcing organizational change initiatives. One widely recognized change management framework is ADKAR, which stands for Awareness, Desire, Knowledge, Ability and Reinforcement. L&D professionals play a vital role in supporting successful change management, particularly in the Knowledge and Ability phases of the ADKAR model.

In the Knowledge stage, L&D facilitates the dissemination of information and knowledge about upcoming changes within the organization. They develop learning programs and resources to ensure employees understand the rationale behind the changes, their implications, and what is expected of them. In the Ability stage, L&D focuses on building employees’ skills and capabilities to adapt to changes effectively through targeted skill building initiatives that help employees acquire the skills and confidence to navigate changes with ease.

Collaboration is another essential skill for L&D professionals as they work with cross-functional teams to drive successful change initiatives. By collaborating closely with stakeholders from different departments and levels of the organization, L&D professionals ensure alignment with strategic objectives, gather valuable input, and foster a sense of ownership and commitment to the changes. This collaborative approach helps build consensus, mitigate resistance, and create a supportive environment for change.

Finally, L&D professionals play a key role in reinforcing change efforts and sustaining momentum over time. By developing reinforcement strategies, such as ongoing training, coaching and support mechanisms, L&D professionals help embed the changes into the organization’s culture and practices. This ensures that the changes are not only implemented but also embraced and integrated into day-to-day operations, driving long-term success and organizational resilience.

Developing Consulting Excellence

To develop and enhance these essential skills, L&D professionals can take several proactive steps:

• Invest in ongoing professional development opportunities, such as workshops, training programs and certifications, to enhance consulting skills.
• Seek mentorship and guidance from experiences consultants or L&D professionals who have demonstrated ability in consulting roles.
• Network with peers and industry experts to exchange ideas, share best practices and stay up-to-date on emerging trends in the field.
• Continuously seek feedback and reflect on past experiences to identify areas for improvement and growth as a consultant.

In conclusion, mastering needs analysis, communication, collaboration and change management is essential for L&D professionals to thrive as consultants. By honing these skills, L&D professionals can drive meaningful learning outcomes, shape organizational success and make a lasting impact in their organizations.