It’s an evergreen challenge for L&D teams.

How do we energise people to engage with a learning offering?  It’s a question I’ve been asked more times than I can remember over the last decade and a bit.  Here I run through how you can engage people by pulling them toward a well-crafted offering.

Make it specific to what they need to do right now– This ticks two people will engage as it helps them solve a just-in-time need and they can see a difference straight away.  Solving a just-in-time need pulls people toward the offering.  Helping them see a quick improvement makes them want to come back for more!

Start Small And Go Large – Once you’ve got a specific offering you can start branching out into novel offerings that help build specific skill sets within specific roles.  Taking this approach helps you understand the competencies needed and how you can provision for them, without diluting your offering and making it appear ‘nice to have’.

Be Inventive With The Delivery – Take the time to experiment with how you deliver the same sessions to see what works best for different types of audiences.  You can then target these delivery types to increase the pull toward your offering.

Give People Time – Work with the business to help them understand the time and resources needed for people to use what they’ve learnt back on the job.  This helps people see the offering as something they are expected to, and will be given time to use back on the job.  This in turn embeds the learning, which helps drive performance improvement.  All of a sudden the person attending, their manager and the business see an improvement in performance.

Putting these into practice can help you build an enticing learning offering that pulls people in and keeps them interested.

You can use this link to head back to the blog or you can contact us if you’d like help with your L&D offering.

Photo by Ashkan Forouzani on Unsplash