On designing a great L&D communication plan

In my experience, being an L&D specialist can be rewarding as well as utterly frustrating.

It is great when you feel you have made a difference, delivered a learning program that brought added value to the participants and the business and it’s the greatest feeling of all when you get any kind of positive feedback on your work.

It’s not so fantastic when you are asked to come up with learning solutions to non-learning problems (such as ‘the employees are demotivated, enroll them in some training so they’ll be engaged again’) and you feel your hard work and results are not truly appreciated within the organization.

A good communication plan that is carefully built and followed through can help with a lot of the issues. Continual and consistent communication from the L&D team helps it become more visible and credible to everyone in the business.

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