The Trusted Learning Advisor audiobook cover - The Tools, Techniques and Skills You Need to Make L&d a Business Priority

The Trusted Learning Advisor

The Tools, Techniques and Skills You Need to Make L&d a Business Priority

Keith Keating

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Categories:
Corporate CultureEducationManagement & LeadershipCareer & Success

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Key Takeaways from The Trusted Learning Advisor

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The Trusted Learning Advisor
Role Transformation+
Core Power Skills+
The Five Pillars of Trust+
The IDAD Process+
Overcoming Resistance+

Quiz — Test Your Understanding

Question 1 of 7
According to the text, what is the primary difference between an 'order taker' and a 'trusted learning advisor' in L&D?
  • A. Order takers focus on executive coaching, while advisors focus on frontline training.
  • B. Order takers passively accept training requests, while advisors proactively challenge assumptions and guide strategic solutions.
  • C. Order takers manage HR compliance, while advisors solely manage e-learning modules.
  • D. Order takers prioritize business profits, while advisors prioritize employee well-being.
Question 2 of 7
Which two organizational factors are highlighted as significantly affecting how L&D professionals are perceived within a company?
  • A. Budget and headcount
  • B. Technology and employee turnover
  • C. Culture and placement
  • D. Leadership style and market competition
Question 3 of 7
What does the 70/20/10 communication rule recommend for a trusted learning advisor?
  • A. 70% listening, 20% asking questions, 10% summarizing.
  • B. 70% designing content, 20% delivering training, 10% evaluating feedback.
  • C. 70% independent work, 20% stakeholder collaboration, 10% team meetings.
  • D. 70% asking questions, 20% listening, 10% presenting solutions.
Question 4 of 7
Which of the five pillars of trust involves fostering a space for open communication and engaging head-on with the aspirations and concerns of stakeholders?
  • A. Reliability
  • B. Intention
  • C. Professional intimacy
  • D. Credibility
Question 5 of 7
In the IDAD process for handling requests, what is the primary goal of the 'Discovery' phase?
  • A. To validate the final decision with the executive team.
  • B. To formulate a clearly defined problem statement based on the initial request.
  • C. To conduct thorough research to identify the root causes of the perceived problem rather than just the symptoms.
  • D. To develop a minimum viable product to show stakeholders.
Question 6 of 7
What core lesson is illustrated by the example of the sales team failing to use the Customer Relationship Management (CRM) system?
  • A. E-learning modules are always the most cost-effective solution for technical issues.
  • B. Sometimes the root problem is a lack of motivation or flawed KPIs, meaning L&D training is not the right solution.
  • C. L&D professionals should always fulfill executive training requests quickly to maintain their budget.
  • D. Sales teams require mandatory annual refresher courses to retain system knowledge.
Question 7 of 7
When a stakeholder resists a proposed change and says 'no,' what is recommended as an effective strategy to overcome this resistance?
  • A. Escalate the issue to the stakeholder's direct supervisor immediately.
  • B. Ask what conditions would need to change to make them feel comfortable moving forward.
  • C. Implement the change anyway to prove its effectiveness through results.
  • D. Withdraw the proposal entirely and wait for the stakeholder to suggest an alternative.

The Trusted Learning Advisor — Full Chapter Overview

The Trusted Learning Advisor Summary & Overview

The Trusted Learning Advisor (2023) offers an alternative for learning and development professionals to evolve beyond mere order-takers and become trusted learning advisors. It provides the tools, techniques, and skills needed to transform L&D into a proactive role through trust, stakeholder relationships, and strategic processes. This blueprint for L&D professionals aims to enhance their impact and give them a seat at the table.

Who Should Listen to The Trusted Learning Advisor?

  • L&D professionals at any stage of their career 
  • Leaders who want to foster a learning culture
  • Anyone who believes professional development is important

About the Author: Keith Keating

Keith Keating’s career in learning and development is a two-decade masterclass in supporting the lifecycle of global talent. Currently serving as the Chief Learning Officer at Archwell, he’s led global learning initiatives at General Motors and BDO Canada, as well as serving on several learning advisory boards globally. His practical and academic work emphasizes learner-centric approaches and the belief in continuous growth and development to meet personal and organizational goals.

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