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Although organizations may worry about dedicating time and resources to learning, if L&D professionals get the approach right, then the organization and people will benefit. L&D practitioners must engage with and support leaders and show that there is a more effective way to achieve the organizations core purpose through a future-focused learning and development plan that enables it to flourish. The first step must be for L&D professionals to establish robust personal development plans to transform the knowledge and capabilities of L&D teams to create strategic, performance consultants that are data-driven and evidence-based, accredited and who have the commitment to engage with CPD to remain ahead of the curve. The evidence is clear and highlights that L&D leaders and teams in top performing learning organizations invest significantly in themselves as they plan for change and then make it happen. By addressing their own development before supporting learning needs in their organizations, they are able to provide the expertise and agility required and become the credible learning experts their organizations need. It is through the investment in professional development, qualifications and networking that the knowledge and capabilities of L&D professional will be transformed. It is this that will have the impact on the four critical levers of organizational success; growth, transformation, productivity and profitability.

Learning and development professionals improve their learning through:

Membership of professional bodies;

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