In order for learning and development solutions to generate maximum benefit it is essential that L&D practitioners create an environment that is conducive to learning.

The processes required to support learning must be tailored to an organisation’s culture, business plan and objectives. And for learning and development interventions to be fully realised the commitment of stakeholders to the implementation of supportive learning mechanisms must be gained, and quality learning time made available for individuals and teams.

• establish an effective learning and development team utilising different trainer roles and styles
• create a climate conducive to learning
• identify and reconcile key stakeholders in the learning and development process
• achieve positive transfer of learning
• monitor, evaluate and continuously improve learning events