Analytics and metrics are buzzwords within the talent development field today, with what they demonstrate serving as strong evidence of the learning and development function's achievements. One way to use the data in an easy-to-understand manner is through dashboards, which are gaining in popularity for that very reason. As an L&D professional, show your worth to the C-suite using
an executive dashboard.
In the February 2017 issue of TD at Work, "Executive Dashboards to Win Over the C-Suite," Preethi Anand explains that as you become an adept and habitual user of executive dashboards, you will begin to run your L&D team like a B2B organization, with business leaders as your clients.
As the familiar saying goes, "Begin with the end in mind." And so it is with executive dashboards: You must first understand your end goal and determine the business outcomes you wish to influence. Here are some example objectives of using an executive dashboard:
- communicating the value of L&D initiatives to the C-suite
- presenting the L&D initiative's progress to business leaders to validate the direction you're taking and enable course correction, if needed
- showcasing your function's efficiency and effectiveness
- highlighting the degree to which the L&D function contributes to organizational strategic targets
- illustrating organizational roadblocks to moving your initiatives forward
- demonstrating your team's metrics against industry standards.
These tips were adapted from the February 2017 issue of TD at Work.