The low ROI of Learning & Development programs
25 January 2021
Gerrit Sarens
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Why most L&D programs have a low ROI
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Some observations we do when talking to L&D managers in both small and large companies:
- L&D is still a one-size-fits-all approach in lots of companies. However, employees are not standardized when it comes to L&D needs. This creates situations where people follow training because they have to; it’s part of the standard program. This is a waste of time and money for sure and a missed opportunity for real growth.
- Moreover, we still see many companies where L&D is still focused on the weaknesses of people (to make them less weak).
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Two advices from our Ambits Business Mentors
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- Before talking about L&D: make sure you know the strengths and talents of your employees. Make people stronger in areas for which they have the talent to become excellent. Talent x effort = great performance; weaknesses x effort = smaller weakness but still a weakness.
- Go for an à la carte approach: customize the L&D program based on the specific needs. This will motivate employees much more to engage in L&D, and you will see more impact. More impact = higher ROI.
Struggles of a manager
Managers are
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- lack self-confidence
- don’t know how to go from being a colleague to being a boss
- need to loosen up on the command & control leadership style
- must let go of the (technical) expert status
- cannot give or accept constructive feedback
- feel pressure to perform as manager
- have difficulty building relationships
- want to be liked by everyone or want to be the ‘bad boss’
- play the hero
- …
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- stay too involved in operations
- have trouble prioritizing
- cannot delegate
- fear conflict situations
- disconnect from the team
- deal with flawed strategic thinking
- do not relate to higher management
- lack clear communication skills
- remain not self-aware
- avoid difficult conversations
- miss political antennas
- ...
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- need mental preparation as successor
- need to be able to lead big changes ahead
- need to learn to be emotionally resilient and in control
- need to learn to make big decisions fast without all the information
- must become persuasive presenters
- need to learn how to cultivate their own personal brand
- need to learn how to lead by example
- manage by trust, not by fear
- need to overly develop empathy
- ...
