Selecting a learning and development (L&D) partner is a significant investment of resources and a crucial decision that can profoundly impact an organization’s L&D outcomes. A well-aligned partnership can drive skill enhancement, boost employee engagement and ultimately contribute to achieving strategic business objectives
At the opposite end of the scale, a misaligned partnership leads to wasted resources, frustrated learners, and a failure to meet organizational needs.
To navigate this critical process effectively, L&D professionals must engage in a thorough vetting process, armed with insightful questions that probe beyond surface-level capabilities.
This article outlines the most important questions to ask potential training partners to ensure alignment on goals, capabilities, cultural fit and long-term value.
Alignment On Goals and Objectives
The foundation of a successful partnership is a shared understanding of desired outcomes. It is imperative to determine whether the training partner comprehends your organization’s specific needs and can tailor solutions accordingly.
1. What is your process for understanding our unique business challenges and learning objectives?
This question explores the partner’s discovery phase and their commitment to customization. Look for evidence of active listening, thorough needs assessments (including a form that will be shared with you) and a willingness to delve into the organization’s context.
2. How do you measure the success and impact of your training programs? What metrics do you typically track, and how do you align these with business outcomes?
Understanding the potential partner’s approach to evaluation is critical. Ask about their methodologies for data collection, analysis, reporting and frequency. Ensure their metrics resonate with the organization’s key performance indicators (KPIs).
3. Can you provide examples of how you have helped similar organizations achieve their learning and development goals?
Case studies and testimonials offer valuable insights into the partner’s track record and their ability to deliver tangible results in comparable environments. Ask if you are able to speak to some of their current clients.
Evaluation of Capabilities and Expertise
A training partner’s capabilities should align with the scope and complexity of your organization’s learning requirements. Thoroughly assess their expertise across various facets of training delivery.
4. What is your team’s expertise and experience in our industry or specific subject matter? What are the qualifications and backgrounds of your instructional designers?
Evaluate the depth and breadth of the partner’s subject matter expertise and the experience of their team. Ask about their ongoing professional development and their ability to adapt to evolving industry trends. Inquire about the size of their team and their location. Smaller teams or individual consultants may be more likely to change jobs or take on competing projects, which could affect their ability to deliver consistently
5. What training modalities and technologies do you offer? How do you determine which modality is the right fit? How do you ensure your solutions are engaging, effective and cater to diverse learning preferences?
Explore the partner’s range of delivery methods, including in-person, virtual, blended learning, and microlearning. Assess their proficiency in leveraging technology to enhance the learning experience and their commitment to incorporating adult learning principles. When and how often do they make use of artificial intelligence (AI)?
6. What is your approach to curriculum development and instructional design? Can you share examples of your methodologies and how you incorporate best practices in learning science?
Understand the partner’s design philosophy and their ability to create engaging, relevant, and impactful learning content. Look for evidence of learner-centric design and the application of sound learning principles.
7. What level of customization can you provide? Can you adapt existing content or develop bespoke programs to meet our specific needs?
Assess the partner’s flexibility and willingness to tailor solutions to the organization’s unique context, culture and learning objectives.
Translation and Localization
For multinational organizations and those working in a single geographic region with multilingual and multicultural team members, a potential partner’s ability to translate and localize your learning content is essential.
8. What is your experience in translating into multiple languages? Is your translation work done internally or by an external team? What is your process for translation quality control?
A good potential partner will have global relationships with translators and localizers who represent a variety of languages and cultures from around the world. Quality control is essential as it is likely your team will not have the language skills to ensure your learners receive accurate translation.
9. What is your experience working in cultures that are not your own? Can you provide examples of how you have localized learning content for another organization? What changes did you make and why?
Understanding which changes were made and the reasoning behind those changes will help you understand how a potential partner thinks about localization.
Assessment of Cultural Fit and Collaboration
A harmonious working relationship is essential for a successful long-term partnership. Evaluate the potential partner’s values, communication style, and collaborative approach.
10. What is your communication style and how do you ensure clear and consistent communication throughout the partnership?
Effective communication is paramount. Inquire about their communication protocols, reporting mechanisms and points of contact.
11. What is your approach to collaboration and how do you involve our internal stakeholders in the training process?
Understand their philosophy on partnership and their willingness to work collaboratively with the organization’s L&D team and other relevant stakeholders.
12. What are your company values and how do they align with our organizational culture?
While seemingly intangible, cultural alignment can significantly impact the success of the partnership. Discuss their values and observe their interactions to gauge potential synergy.
Consideration of Long-Term Value and Sustainability:
Beyond the immediate training delivery, consider the long-term value and sustainability of the partnership.
13. What is your pricing structure and what is included in your fees? Are there any potential hidden costs? What is your process for change orders if the scoping of the project is altered?
Obtain a clear and transparent breakdown of their pricing model. Understand the scope of services included and inquire about any potential additional charges.
14. What level of ongoing support and maintenance do you provide post-training?
Inquire about their support services, including access to resources, updates to content, and opportunities for follow-up and reinforcement. Ask about the location of and access to the files used in the creation of the learning modules.
15. How do you stay current with industry trends and advancements in learning and development? How do you incorporate these into your offerings?
A forward-thinking partner will demonstrate a commitment to continuous improvement and innovation in their training methodologies and content.
16. What is your approach to intellectual property and data security?
Clarify ownership of materials and ensure the partner has robust protocols for protecting sensitive data.
Conclusion
By asking these key questions, L&D professionals can navigate the selection process with greater confidence, mitigating the risks of a misaligned partnership and paving the way for a strategic alliance that drives meaningful L&D outcomes for the organization. The time invested in thorough vetting will yield significant returns in the form of effective training programs, engaged employees, and ultimately, the achievement of business objectives.
