Week 8 Discussion – The Role Of Management In Delivering Impactful L&D Benefits

By
Responsive Centered Red Button

Need Help with this Question or something similar to this? We got you! Just fill out the order form (follow the link below), and your paper will be assigned to an expert to help you ASAP.

Order Form

Question

Week 8 Discussion – The Role Of Management In Delivering Impactful L&D Benefits

There is an essential connection between employee motivation, loyalty, and performance, and the presence of dynamic learning and development (L&D) opportunities. Successful organizations understand the importance of L&D when developing strategies leading toward cultivating competitive advantages. It is important to understand who can engage in key roles when developing effective L&D programs.

Post a Response

The Effective Development Starts with ManagersLinks to an external site. article suggests a manager’s involvement in L&D initiatives can lead to meeting new employee expectations regarding L&D activity. Based on the article, respond to the following.

  1. Explain how manager engagement is an essential reality in the improvement and effectiveness of L&D activities.
    1. Include what managers can do to support L&D activity and meet employee expectations. 
  2. Provide an example from your own experience of an instance when you observed a manager taking a key role in L&D activity.
  3. Provide an example of when a manager did not take a key role and detail the lost opportunity(s) you may now recognize as having been squandered. 

Order your custom, AI free paper Today

Order Now

The Role of Management in Delivering Impactful L&D Benefits

Manager engagement plays a critical role in the success and sustainability of Learning and Development (L&D) initiatives. As highlighted in The Effective Development Starts with Managers article, when managers are actively involved in the design and delivery of L&D activities, employees are more likely to perceive those efforts as relevant, practical, and aligned with their career goals. This engagement not only enhances learning outcomes but also strengthens motivation, loyalty, and job performance.

Managers support L&D activities in several key ways:

  • Personalizing Learning: They can help employees identify skill gaps and recommend targeted training.
  • Providing Context: Managers can bridge the gap between learning and application by showing how specific training aligns with job responsibilities and company goals.
  • Offering Support: Encouragement, feedback, and follow-ups help reinforce learning.
  • Recognizing Effort: Publicly acknowledging employee participation in L&D builds a culture that values continuous improvement.

Example of Manager Engagement
In a previous role at a customer service center, my team leader regularly held one-on-one check-ins after training sessions to discuss how we were applying new techniques with customers. She even role-played scenarios to help reinforce our learning and gave us small goals tied to the training content. This approach not only deepened my understanding but made me feel supported and more confident in using what I’d learned.

Example of Missed Opportunity
At another company, a manager assigned a mandatory online course on communication skills but never discussed its content or relevance. There was no follow-up, no acknowledgment of completion, and no attempt to integrate the learning into team practices. As a result, the training felt disconnected and was treated as a box-checking exercise. Looking back, a few simple actions—like initiating a team discussion or recognizing improvements—could have turned that course into a powerful tool for both personal and team development.

How to create Testimonial Carousel using Bootstrap5

Clients' Reviews about Our Services