Learning and Development (L&D) Strategy Consultancy Services
Learning and Development (L&D) Consultancy
Learning and Development goes beyond courses; it is about providing resources created by your business and enabled by skilled managers.
A learning and Development Strategy should outline how your organisation develops its people’s skills, knowledge and attributes to unlock their full potential.
A good L&D strategy is a way to future-proof your organisation. It highlights key skills gaps so you can take action and proactively fill them, and can help you improve both individual and organisational performance.
Let’s Talk Talent can support you in analysing and building you a Learning and Development Strategy which will support your business in achieving its overall business strategy.
Clients who’ve utilised our L&D strategy services
Using Learning and Development (L&D) to enable people to grow, develop and unlock their potential
Learning and Development (L&D) is a crucial attraction and retention lever, especially in a market where people have a plethora of options when it comes to choosing a role, an employer or a career.
L&D has become part of employees’ pay and rewards package, with candidates considering the value of the training and career development an employer offers as part of their benefits.
Learning and Development allows businesses to fill skill gaps and unlock their people’s full potential, so staff can make valuable contributions towards reaching organisational goals. It is also the kind of talent attraction and retention lever that can really give you a competitive edge, especially during a skills shortage.
we commissioned LTT to carry out an in depth review of Mental Health Foundation’s learning and development practices. LTT’s work has equipped us with an exciting, long term view of how we will recruit and retain the best talent to be able to deliver our important mission of preventing mental ill health. We look forward to working with LTT again in the future!
Metz Acres, Associate Director of HR and Wellbeing, Mental Health Foundation
Attracting and retaining staff
There are several reasons why it’s hard to attract, keep, and grow brilliant people. Often there is more emphasis on getting a promotion rather than exploring other, equally rewarding development options. When the number of promotions available is limited, candidates are often left unsure of what to do or where to turn to for progression, which can lead to frustration.
At Let’s talk Talent, we believe in the 70/20/10 ratio for L&D. We can show you how this model puts most of the accountability for their own development squarely on staff’s shoulders, with the right amount of support from both managers and the organisation as a whole.
Modernise your Learning and Development offering for hybrid working
Most workplaces are diverse, modern multigenerational ecosystems made up of several personality types, routines, schedules and learning preferences all thrown together. Add to this the new hybrid working model and it could seem that creating an L&D strategy that works for everyone is beyond the realm of possibility. Whilst it’s true that taking into account the wants and needs of the organisation as well as those of an incredibly varied modern workforce is hard, it is not impossible
Putting together a bunch of training courses or offering subscriptions to online learning platforms and assuming the job is done is easy, but it’s not the approach that will give you the results you’re looking for.
Personalisation is key
It’s no secret that the one-size-fits-all cookie cutter approach doesn’t work.
Your organisation is made up of a diverse bunch of people, each with different learning styles and preferences.
So we ensure you provide your talent pool with the right resources for them to reach their own personalised goals and ambitions, in their own time.
We feel incredibly fortunate to have partnered with Let’s Talk Talent to support the development of our management and leadership provision across King’s College London. It was evident from the start they truly understood the complexity of operating in the higher education sector and have been generous and effective in sharing their expertise.
Kirti Swift, Head of Leadership Learning & Development, King’s College London
Through tailored diagnostics and analysis, impactful delivery, and engaging with our senior leadership teams to build meaningful programmes, they have been strategic partners in the delivery of highly effective learning strategies.
We would highly recommend Let’s Talk Talent to any organisation wanting to support and progress their management and leadership community.
Our Learning and Development experts
Jo Taylor
Founder & Managing Director
For over 20 years Jo has been working in HR and management, starting her career at the BBC as a storyteller which gives her a unique insight into HR.
With 7 years experience at board level in a variety of leadership roles, Jo is adept at creating and implementing people-centric talent strategies, designing performance management processes, blended learning and development solutions, talent mapping and redesigns of recruitment, succession, reward and recognition strategies globally.
Yvette Janse van Rensburg
Senior Consultant
An accomplished HR, Talent, and People Development professional drawing on 15+ years’ experience working across SME, Corporate, global geographies and complex stakeholder environments in the Built Environment, Recruitment and Real Estate sectors.
Yvette has a passion for supercharging innovative Talent Management & People Development strategies for future focused organisations, creating moments that matter for people & businesses to thrive.
Got a strategic L&D project in mind?
You’ve come this far, why turn back now?
If you have an L&D project or challenge you need help with, or just want to find out more about what we do, let’s talk.
Related L&D Strategy resources
WHITEPAPER
Download our free guide to a successful L&D Strategy
This free guide is full of actionable tips for how you can get started with your L&D strategy and make it a great success.
CASE STUDY
L&D at Harper Collins UK
Many organisations are turning their focus towards keeping and growing their talented people and L&D has become a powerful retention lever for businesses.
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Training resources for HR professionals
There is a plethora of resources available online that can help elevate your L&D offering to a whole new level. Here is our list of some of the best ones out there.
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Is the 70/20/10 model still relevant?
The 70-20-10 model states that individuals gain most of their knowledge from training, some from networking and the rest from formal training courses and resources.
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What is L&D and why is it important?
We all know Learning and Development (L&D) is a crucial part of any HR strategy. But it’s actually more than that: it’s also a crucial part of your employee experience.
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10 ways to modernise your L&D strategy
How to create a diverse, blended L&D offering that caters for the needs of its modern workforce and the needs of the business at the same time.
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Why Learning at Work Week should be top of your priority list
Find out why we believe that Learning at Work Week is one of the most important weeks for L&D in the calendar year.
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How do we enable our people to develop and grow?
Where to get started with L&D, and how do you ensure you retain your people and empower them to grow.
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How to use virtual coaching as part of your L&D kit bag
Find our how we think L&D can improve your employee experience to the point it can be a massive retention lever for many organisations.
CASE STUDY
Creating an effective reward programme
How can you make sure you hit the mark with an employees’ pay and reward package that delivers results? That’s the question one of our telecom clients asked us to answer. Here’s how we did it.
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Creating the Netflix of L&D
Many organisations are turning their focus towards keeping and growing their talented people and L&D has become a powerful retention lever for businesses.
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How L&D can improve your employee experience
Find out how we think L&D can improve your employee experience to the point it can be a massive retention lever for many organisations.
YOUTUBE
What is L&D?
Find out the basics of L&D and why we think it’s important to understand how it fits in and connects to your other HR initiatives.
YOUTUBE
What is the difference between learning and development?
Do you really know the difference between learning and development. Jo gives the lowdown in this video.
YOUTUBE
What needs to be in your L&D strategy
L&D strategies are complex beasts. But here is what we think we’ll see – and how you might want to adapt your strategy this year.
What else can we do?
Career Pathways and Development
We believe Careers are 10% is driven by the organisation 20% by the manager and 70% by the employee. Your Learning and Development Strategy should be into your Career pathways and development to shown what is on offer to support the career development of your workforce.
Team Development
Working within a team can be challenging at times. Learning and Development plays an important part to ensure teams work cohesively to achieve their common objective.
Performance Management
Some employees will need help and support in order to increase their personal effectiveness. Learning and development should be aligned with your performance management process in order to provide a fair chance of development.
Virtual Learning Delivery
Virtual Learning Delivery is a solution you can utilise to achieve your Learning and Development Objectives.