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Overview

Increasing numbers of experienced L&D professionals now play the role of L&D Consultants, managing a network of relationships with internal client groups. This involves dealing with incoming requests for training programmes, working in a consultative capacity with senior stakeholders to clarify business needs and confirming the nature of any associated solutions.

The key objective of this challenging role is to agree best-practice solutions that employ the optimum blend of resources and that meet the needs of the business in a cost-effective manner. However, the skills and knowledge required to provide effective L&D consultancy do not necessarily come naturally to all trainers.

Benefits to the delegate

  • Learn a robust consultative methodology
    to interact with challenging and assertive stakeholders
  • Use methods to gather information and
    evidence to validate the stakeholder’s need
  • Consider strategies to ensure that learning solutions are aligned with L&D best-practice
  • Learn in a size-restricted group of up to
    eight delegates
  • Enhance role credibility by obtaining
    a professional qualification

Benefits to the organisation

  • A competent and qualified L&D Consultant
    who can deliver effective solutions to support organisational goals
  • Ensures that solutions agreed with stakeholders are aligned with L&D best-practice and genuinely meet the needs of the organisation
  • Enhances L&D’s credibility within the organisation
  • Builds stakeholder trust in the reliability
    of consultancy

TAP Certification

Due to their unique range and scope, TAP Qualifications provide individuals and organisations with a means to develop a career pathway based on achieving Certification of Learning and Development skills. This Certificate delivers a competency set aligned to the relevant L&D Standards published by The British Institute for Learning & Development.

British Institute for Learning and Development (the Institute)

The Institute is the awarding body for all certificates and diplomas issued under the Training Accreditation Programme (TAP®). From 1 October 2015, this TAP qualification entitles delegates to free professional Institute membership for a year, unless already a member. Please see more about the Institute’s membership benefits here www.theBILD.org.

Prerequisites

Suitable for L&D professionals who are being required to undertake a consultative role, working with key stakeholders to agree business improvement learning initiatives

Objectives

Delegates apply five stages of the Consultancy Process, to a selected scenario.

Leading to the TAP Certificate in L&D Consultancy Skills

Outline

1. Understanding the L&D consultancy role

  • Understanding the consultant's role in stakeholder-centred consulting
  • Applying the skills of L&D consultancy within different contexts
  • Understanding the consultancy process

2. Employing a range of consultancy skills in order to maintain effective relationships

  • Employing a range of questioning techniques and types to effectively draw out and establish all relevant information and confirm requirements
  • Listening actively during all interactions to ensure a clear understanding of detail
  • Maintaining an assertive style to foster a positive two-way relationship with win/win outcomes
  • Adopting a facilitative style in order to ensure stakeholder ownership

3. Conducting interviews with stakeholders to effectively develop the brief

  • Handling the initial request for help promptly, identifying the stakeholder, purpose of project and desired outcomes in order to progress to the next stage
  • Planning the interview process, ensuring that a meeting of sufficient time is booked, questions are documented and a suitable recording method is selected
  • Structuring interviews in a logical fashion in order to maximise understanding
  • Exploring relevant detail, challenging own and stakeholder’s assumptions and identifying potential risk to create a clearly defined brief

4. Undertaking validation of the need

  • Collating various sources of evidence to support validation and the decision-making process
  • Analysing evidence to determine if the need exists and clarifying whether training is the appropriate intervention
  • Identifying the cause of the problem in order to identify potential areas to address

5. Exploring possible approaches and identifying a potential solution

  • Utilising a variety of ideagenerating and problem-solving techniques to explore possible approaches, methods and media
  • Identifying potential solutions and documenting a formulated approach, detailing solutions against each need identified by the stakeholder

6. Gaining stakeholder agreement to solution presented

  • Selecting the appropriate method to deliver the recommendation
  • Identifying who the key influencers are within the decision-making process and employing influencing strategies to gain their buy-in
  • Preparing presentation of recommendations, ensuring clear links between the solution and need and preparing for anticipated objections
  • Presenting recommendation using a structured process to ensure maximum effectiveness
  • Gaining agreement from all decision-makers to proceed to the next stage

7. Undertaking evaluation and review of implemented solution

  • Conducting post course / project evaluation utilising a variety of feedback and assessment methods to establish evidence of outcomes
  • Undertaking evaluation and review of implemented solution
  • Outlining results obtained from evaluation of implementation and share with stakeholder and relevant parties

Course Dates


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