As a small business owner, you’ve probably heard the buzz about Learning and Development (L&D). Maybe you’re wondering if it’s just another corporate fad or if it can really help your business grow. The truth is that investing in L&D can make all the difference in the world.
But with so many options out there, how do you know when it’s time to bring in a consultant or fractional learning leader? And, more importantly, what should you be looking for? In this blog post, we’ll explore the ins and outs of L&D and guide you through the process of hiring the right person for your small business.
What is Learning and Development?
First things first, let’s define what we mean by Learning and Development. L&D refers to the process of improving the knowledge, skills, and abilities of employees to enhance their overall performance and help the organization reach its goals. It can take many forms (e.g., training, coaching, mentoring, e-learning, etc.) and can address a wide range of topics (e.g., leadership, communication, sales, customer service, compliance, etc.). Simply put, L&D is about investing in your people so that they can invest in your business.
You might be wondering: WHEN is the best time to ask for help?
Generally speaking, you should consider bringing in external expertise when:
- You don’t have an internal L&D function
If your business is too small to warrant a full-time L&D staff, or if you don’t have the budget to hire one, then you might want to look into outsourcing L&D projects to a consultant or fractional learning leader.
- You have a specific L&D need
If you need a hand with designing a new training program, developing coaching strategies, or assessing your team’s competency levels, a consultant or fractional learning leader can step in. They bring targeted expertise and help you save time and resources.
- You want to supplement your internal L&D function
If you already have an internal L&D function but need some extra support for a specific project, or if you want to bring in new perspectives and ideas, then having a consultant or fractional learning leader on your team can be really valuable.
You might be wondering: WHO is the best person to help me?
Alright, so you’ve decided that it’s time to hire a consultant or fractional learning leader. What should you be looking for? Here are some key qualities to consider:
Expertise and Experience
Make sure the consultant or fractional learning leader has a track record of success in L&D and has worked with businesses similar to yours. Look for relevant certifications, degrees, and testimonials.
- Strong knowledge of instructional design principles and adult learning theories.
- Experience in developing and delivering training programs across various formats (e.g., in-person, virtual, e-learning, micro courses, workshops, etc).
- Familiarity with learning management systems (LMS) and other training technologies.
- Excellent communication and presentation skills.
- Ability to assess training needs and design customized learning solutions.
- Understanding of employee development and career progression frameworks.
- Knowledge of industry-specific compliance and regulatory training requirements.
Flexibility and Adaptability
Your business is always changing, and your L&D needs will change with it. Make sure the consultant or fractional learning leader can adjust to your pace, priorities, and culture.
Communication and Collaboration
L&D projects require a lot of communication and collaboration between the consultant or fractional learning leader and your internal stakeholders (e.g. managers, employees, HR, IT, etc.). Make sure the consultant or fractional learning leader is responsive, respectful, and open-minded.
Mind on Your Money
At the end of the day, L&D is an investment in your business. Make sure the consultant or fractional learning leader can help you measure the impact of their work and align it with your business goals, budget, and ROI.
How Will I Know? Gain Valuable Insights with These Top Tips for Interviewing & Evaluating Potential Learning and Development (L&D) Partners
How do you find the perfect L&D partner? In this section, you will explore strategies for interviewing and evaluating potential L&D partners.
Discover key questions to ask, important factors to consider, and valuable tips to ensure you find the ideal match for your organization’s unique training and development needs.
With these expert insights, you’ll be empowered to make an informed decision and forge a fruitful partnership that brings exceptional value to your workforce.
Interview the Candidate:
- Can you provide examples of training programs you have developed for small businesses? How did you tailor them to fit limited budgets?
- Describe your experience in delivering virtual or remote training sessions. How do you ensure engagement and interaction?
- How do you assess training needs within an organization, especially in a small business environment?
- How do you measure the effectiveness of your training programs, particularly in terms of employee performance improvement?
- Have you worked with learning management systems or other training technologies? Which ones are you familiar with?
Evaluate the Candidate:
- Review their portfolio or samples of training materials they have developed.
- Ask for references from previous small business clients to gauge their effectiveness in a similar setting.
- Consider their ability to work within budget constraints while still achieving desired learning outcomes.
- Assess their creativity and innovation in designing cost-effective training solutions.
- Look for candidates who can adapt to the unique challenges of small businesses, such as limited resources and diverse employee roles.
Manage Budgetary Constraints:
- Discuss the budget with candidates upfront to ensure they can propose realistic solutions within the given constraints.
- Explore options for leveraging existing resources, such as in-house subject matter experts or open-source training materials.
- Consider a fractional or part-time arrangement to reduce costs while still benefiting from their expertise.
Investing in Learning and Development can be a game-changer for your small business. Hiring a consultant or fractional learning leader can bring fresh expertise, targeted solutions, and greater flexibility to your L&D efforts. When looking for the right person, make sure to consider their expertise and experience, flexibility and adaptability, communication and collaboration skills, and ROI. By doing so, you can unlock the power of L&D and take your small business to the next level!
If you’ve read this far and are now thinking this guide is just not cutting it, you can always book a short, no-pressure Discovery Call with Janifer. No slimy sales or marketing tactics here – when you complete our short intake form, your answers will lead our convo so that together, we can whip up a kick-ass consulting and support plan that’s totally customized to your budget and specific business needs. Schedule a call NOW.
