-
How to market your learning and development ?
We’ve all been there … we want to train our managers or employees in something that we feel is important – so we create a training programme. Then we worry that they might not attend voluntarily so we make attendance mandatory. The result? Resentful delegates who begrudge having to take time out of the day job to go to training that HR is making them do. Not great. Instead of the parental approach of making people attend, we need to sell our learning and development. We need to think like marketers to generate interest and ensure that when they do attend that they are in the right head space to learn.
Here are six techniques of questions you can use.
Why would they want to learn this?
How do you position learning?
Watch your language!
Think influencers
Take the learning to them
Marketing campaigns
So, in summary, let’s get rid of our mandatory training – or at the very least, only use sparingly for the most critical of areas. Instead, think like a marketer and sell your L&D through the use of persona to target your messaging, change its positioning so that it’s seen as something that we do everyday, use language that’s more human and appealing, take the learning to them, use influencers and invest in marketing campaigns.
