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Navigating Success: Using Learning and Development to guide Organisational Direction

An organisation’s success relies not solely on its products or services, it relies on the collective efforts of its workforce. In recent years, an engaging, inspirational yet well-defined employee learning and development strategies have emerged as a linchpin, steering organisations towards its mission, values, and objectives. We’re going to delve into the pivotal role that effective L&D strategies play in guiding an organisation’s direction of travel.

First things first. Defining the Organisational Compass

Before embarking on the journey of employee development, it is imperative to have a clear understanding of the company’s mission, values, and objectives. These serve as the guiding compass, dictating the path the organisation aims to tread. Statistics indicate that organisations with a well-defined mission are 30% more likely to be high-performing. A robust learning and development strategy, aligned with these principles, ensures that every employee is equipped with the knowledge and skills needed to contribute meaningfully. Much like we did for Nestle Health Science.

Aligning Employees with Organisational Goals

Within corporate dynamics, getting all employees to paddle in the same direction is no small feat. However, it is a critical one. A study by Gallup found that organisations with highly engaged employees experience a 21% increase in profitability. Employee learning and development programmes act as the bridge connecting individual aspirations with organisational goals. When employees understand how their roles contribute to the larger mission, a sense of purpose and alignment emerges, driving success.

This alignment not only enhances employee engagement but also propels the organisation towards increased profitability, as studies show a 21% boost in profitability for companies with highly engaged employees.

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Aiding the Success of Future Plans

An organisation’s vision for the future is often charted through strategic plans and objectives. However, the execution of these plans relies heavily on the collective effort of a motivated and skilled workforce. A well-structured learning and development strategy ensures that employees are equipped to meet the evolving demands of their roles. Research by LinkedIn indicates that 94% of employees would stay at a company longer if it invested in their learning and development. By investing in employees, organisations invest in the success of their future plans.

Onboarding as a Motivational Gateway

The onboarding process is the gateway to an employee’s journey within the organisation. It is a golden opportunity to instil a genuine sense of care and motivation. Effective onboarding goes beyond procedural introductions; it immerses employees in the organisation’s culture, mission, and values. According to a survey by Glassdoor, organisations with a strong onboarding process improve new hire retention by 82%. By fostering an emotional connection early on, employees are more likely to embrace the organisation’s goals with enthusiasm.

The Power of Emotional Connection

Human beings are inherently driven by emotion. For an organisation to thrive, it needs its employees to not only understand but also emotionally connect with its mission. Studies reveal that emotionally engaged employees are more than twice as likely to stay with their current employer. Employee learning and development strategies that incorporate emotional intelligence and connection foster a shared commitment to the organisation’s success. It’s not just about knowing what to do; it’s about caring deeply about why it matters.


Gaining organisational success takes planning and the role of employee learning and development cannot be overstated. It is the invisible hand that shapes the direction of travel, aligns individuals with collective goals, and propels an organisation towards its mission. By investing in the growth and engagement of its workforce, an organisation ensures that every step taken is purposeful, guided, and harmonised. A journey towards success crafted by the collective effort of a motivated and well-equipped team.

Employee learning and development should never (ever, even in a million years) be viewed as a mere checkbox in the HR checklist. Effective L&D is a strategic imperative that weaves through the very fabric of the organisation. Our client even said so. As the business landscape continues to evolve, the adaptability and agility of the workforce become paramount.

A study by the Association for Talent Development (ATD) found that companies with comprehensive training programmes have 218% higher income per employee than those with ineffective training. This statistic underscores the financial impact of a robust learning and development strategy on an organisation’s bottom line, emphasising that investing in employees is an investment in sustained success.

The ripple effects of a well-crafted employee development strategy extend beyond the quick wins. They contribute to building a resilient organisational culture that thrives on innovation and collaboration. When employees are empowered with the skills and knowledge necessary for their roles, they become not just contributors – but innovators, driving the organisation forward. Within the usual organisational dynamics, employee learning and development emerge as the catalyst that creates a united, motivated, and successful workforce, guiding the organisation towards its destination with purpose and precision.

Get in touch with the experts at Mindboost to learn more about how we can elevate your learning and development strategy.

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Caleb Foster Digital Learning Geek
After gaining more than 20 years of experience in operational excellence in the hospitality and digital learning sectors, Caleb wanted to rid the world of dull ‘click next’ and ineffective elearning and solve the epidemic of uninspiring digital learning. Mindboost began back in 2016, when Caleb, saw a huge opportunity to create better quality digital learning content that connects with learners emotionally to encourage a desire to learn more. Caleb realised there was a lack of true understanding of an organisation’s culture and inner-working when learning providers were presented with a request from a client. So, the Mindboost team get under the cover of an organisation’s performance need and ultimately look to connect with learners emotionally. When a learner is connected emotionally, they tend to start believing in a change, this then generates a feeling and makes a greater impact within the organisation than just conveying information.