It used to be the expectation that when line managers handed people over to the learning function they’d get a fully formed worker out the back end. Of course that was an illusion and rarely worked; competence can’t be achieved in a training environment.

Since the expectation has changed, the conversation between the learning function and the management needs to change. Where L&D used to be able to make promises, we’re being challenged to prove that what we have done makes a difference, and managers can be more discerning shoppers now.

Do your line managers know what you’re producing, supporting, directing, etc? If they don’t, how are you clearing the way to common understanding?

The easiest way to get them engaged is to make them part of the measurement, evaluation, and validation process. This is a key part of the Proving Impact book – keep them peeled, it’ll be out soon.