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Become Indispensable in Driving Business GrowthL&D leaders must know how to connect learning strategies with business strategies and communicate effectively with leaders to improve employee performance and drive revenue. In other words, L&D needs to run like a business. Enter learning operations expert Tracie Cantu and her innovative Learning Operations Blueprint, which puts critical business needs first and brings rigorous systems-based thinking to corporate learning. This first-of-its-kind approach offers step-by-step guidance for updating L&D processes and structures to immediately improve results and increase the relevance of the L&D function. When learning teams and leadership become better partners, outcomes improve for organizations and employees. You’ll learn how to build an L&D business model that works, how to manage a portfolio of learning products, and how to design employee learning experiences that improve outcomes without demanding more tech or human resources. Cantu also provides questions for reflection, checklists, worksheets, and scorecards for practical application of her recommendations. Each chapter includes tips for taking action immediately and real-world stories that illustrate how to use the framework successfully and avoid common pitfalls. With this book, you will learn to scale your impact, secure your influence, and reach L&D’s potential. 

Running L&D Like a Business

Accelerate your readiness for the Certified Professional in Talent Development (CPTD®) certification exam and earn the credential that proves your talent development capability.

CPTD® Certification Preparation Bootcamp

Designed for experienced L&D professionals who are ready to lead. Gain tools to shape learning strategies, develop teams, and advance the business through talent development. 

Leading in Talent Development Certificate

Here are four ways to position L&D as a driver of business performance.

Many Don’t See L&D as Valuable:  We Can Change That

Grow Your Self-Awareness, Reinvent Your Value There’s a moment of hesitation surfacing today in organizations. Executives want middle managers to operate more cross-functionally so they can scale performance. Middle managers are waiting for permission from executives to activate their leadership voice and create more value. Written by leadership expert and coach Dan Gallagher, The Self-Aware Leader sharpens the self-awareness of middle managers to drive productivity and career growth.Gallagher presents a model that emerging leaders, middle managers, and senior executives can use as a catalyst to grow their leadership value. Based on empirical research and more than two decades of use, the model fully integrates a deep focus on self-awareness and reinvention with the practices of servant leadership and business transformation.This second edition includes additional thought exercises, new research on the Self-Aware Leader model and Generosity Quotient, and real examples of how increased self-awareness grows a leader’s value.

The Self-Aware Leader, 2nd Edition

Here are seven board-level reasons to protect and sharpen your L&D investment.

7 Reasons Not to Cut Your L&D Budget

L&D teams know that evaluation matters, but the real challenge is moving from activity reporting to strategic impact.

Grow the Skill, Grow the Strategy: Why Evaluation Is an Essential L&D Capability

L&D is changing fast. Rather than wait for the company to decide our future, we must take the lead. 

HR or Operations: Where Should L&D Live?

Part data analyst, part strategist, part L&D expert, the HMPA is the translator between business goals, data, and AI systems. 

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