Senior L&D practitioners must be clear about how proposed learning and development solutions can add value to an organisation. This requires the identification of learning and development processes, tools and interventions which can add value in a given context. L&D practitioners need to excel at collaborative and focused ways of working, recognising that they need to be closely aligned to organisational goals and strategy.

In order to gain credibility with senior managers and other influential stakeholders the L&D team must be able to demonstrate the value that is added through learning and development. The start of this process is being clear about what is perceived to be ‘value for money’ and what is perceived as ‘added value’.

• differentiate between ‘value for money’ and ‘adding value’
• conduct a learning and development audit
• analyse potential stakeholders and their interest in the added value process
• establish how L&D can add value
• utilise a range of marketing tools and approaches to communicate the added value of L&D