4.5 things you MUST know about L&D Business Partnering (or risk your reputation)
So much has been in the news recently about L&D practitioner skill sets, the Business Partner model offers a great opportunity for L&D to step up and make a real contribution to organisational peformance.
Why choose business partnering at all?
The model itself is more about the principles than the structure so it:
- Brings your closer to BUSINESS GOALS because you get in touch with customer issues and blockers that stop performance, collaboration and communication
- Encourages you to act as a consultant that brings solutions to real team problems, not just generic training
- Makes you think more strategically, i.e. long term vs short term
To be locked into the past in a tradition of reactive, sheep dip activities that often get good feedback but do they really BOOST ORGANISATIONAL PERFORMANCE? That is my key question. So if you do choose the Business Partner route these are the 4.5 things you should know about Business Partnering:
- Implementation isn’t as easy as it seems and it takes at least 2+ years (depending on L&D skills sets) to embed it culturally and make it work
- You don’t become strategic business partners over night
- The HR team can feel like your invading their space and taking their credit
- The Organisation will welcome your input provided you engage and communicate regularly with them
4.5 Data is incredibly vital to the workings of the L&D function, either by using it or gathering it, it underpins everything you do.
Whilst being a great framework, the model has left so many doors open and unanswered questions, it has made the implementation process potentially disastrous.
In our next business partner masterclass, your expert masterclass leader takes you through the solution to all of these issues.. and more. Why not join us and explore how you could make business partnering work in your organisation:
Look forward to seeing you soon.
JOHN - MD - THINKING HR