People are wired to resist change.
In fact, 72% of people would rather keep things the same than experience change, even if that change leads to a better outcome*.
For L&D leaders, this presents a real challenge. You're often asking stakeholders to rethink how they develop people, invest in learning, or measure success. And when change feels risky, even the best ideas can stall.
That’s why building a compelling business case for learning is so important.
In this session, you’ll learn how to structure your case around three powerful questions:
Why now? What’s changed in the business that makes action urgent today?
Why this? Why is your proposed approach the right solution to the problem or approach is the answer?
Why not? How can you proactively address the objections, risks, and concerns stakeholders may raise?
By answering these three questions clearly, you’ll be able to position learning not as a “nice to have”, but as a strategic solution to a real business challenge.
*University of Hertfordshire
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