Gaining the Support of Your C-Level

How can Trainers best align their work with the needs of their C-Level Executives or the Board? Well, Vivian and I have been doing this for the ten years. First as Human Resource and Training professionals with The Ritz-Carlton Hotel Company, then as Performance Consultants with our own firm.

The Five Essentials
1) Organizational Priorities - understand their business goals and objectives. Learn what’s keeping them up at night; what are their key priorities (organizational growth, improved profits, customer loyalty, or improved efficiencies).

2) Strategize – create a learning strategy that is linked to the achievement of the organizational priorities and their goals. This will build your credibility among C-Level executives and show that you are interested in partnering with them to close organizational gaps that are limiting the achievement of these goals. Your strategy should include what you plan to do, who will be involved, when it will be accomplished, and what key priorities it will impact.

3) Communication & Involvement – share your strategy and get their feedback and input. Be careful not to go into unnecessary detail concerning the plan, but have details accessible in case you are asked to expound further. Most C-Level executives aren’t interested in how you will execute the plan, but what it will improve and when. This is also an excellent time to solicit their help as a champion, advocate, or active participant.

4) Pilot & Refine – pilot the program (incorporating the involvement of your C-Level champions) before implementing it system-wide. Then share key findings from the pilot, tweaking the program as needed based on comments from participating C-Level executives.

5) Measure and Quantify – consider how you will quantify the ROI (return on investment) of your learning and development program(s), and what you will measure to determine success. With the launch of your strategy and initiatives, will the organization experience increased efficiencies, customer loyalty, cost-savings, or employee retention? When you can quantify success and back it up with a realistic plan of action, you will easily gain their ear and support.

Bottom-line, in order to align your work with the needs of C-Level executives or the Board, and gain their support and respect, you must think like them by focusing on a strategy that will help eliminate pressing business issues that may be keeping them up at night. And in the final analysis, not only will you be perceived as a valued contributor to the organization, but if your learning and development endeavors are successful the likelihood of career advancement may be eminent.