In Brief: These learning and development strategy tips come directly from L&D leaders and practitioners — Alex Anderson, Tiara Harris, Laura Toma, Roxana Radulescu, and Jonathan Dunnett — who shared what’s actually worked in their own organizations. The throughline across all 11: align learning to real business goals, build it with input from across the org rather than in isolation, and treat your strategy as something to test and evolve rather than set once and leave alone.
11 Learning and Development Strategy Tips From Real Practitioners
Looking for learning and development strategy tips that actually work? Strategy doesn’t have to mean slide decks and buzzwords. Sometimes, the best L&D advice comes from people deep in the work—building systems, shifting mindsets, and driving learning that sticks. Here are 11 expert-backed tips to build a smarter, more human-centered learning and development strategy.
Learning and Development Strategy Tips for Aligning With Business Goals
If you don’t understand your organization’s strategy, go talk to ExCo members and senior leaders. Then build an L&D strategy that aligns with the bigger picture. – Alex Anderson
L&D isn’t its own island. If it doesn’t tie back to the organization’s actual goals, it’s just activity, not impact.
Don’t Build It Alone
If you’re in a large org, don’t build strategy alone. Conduct a needs analysis, and form a committee if possible. – Alex Anderson
Silos kill alignment. Invite voices from across the org to help shape the learning agenda—especially in larger, more fragmented environments.
Blend Strategy with Empathy: and Use Data to Evolve
Combine strategy with empathy, and use data to constantly refine. – Tiara Harris
Your strategy should be both people-centered and evidence-informed. Empathy tells you where the friction is. Data helps you decide what to do about it.
Foster Curiosity, Not Just Compliance
Forward-thinking organizations are adopting what I call the ‘Curiosity-Driven Learning Canvas’—a visual framework that maps learning ecosystems while remaining flexible enough to evolve with emerging interests and real-time challenges. – Laura Toma
L&D doesn’t have to mean rigid curricula. Laura’s model treats learners as co-creators in their growth journey, driven by curiosity, not checkboxes.
Build a Fan Club at Every Level
Champions in leadership, supporters on the front lines, advocates who light up when they talk about L&D—build your fan club everywhere. – Roxana Radulescu
Learning culture doesn’t scale without champions. The more visible your supporters are, the more momentum your strategy builds.
Experiment Boldly and Normalize Failure
Try new approaches. Test bold ideas. Don’t be afraid if some don’t work. THAT’s learning. – Roxana Radulescu
L&D isn’t just about promoting a growth mindset. It’s about modeling it. Fail fast, reflect, and iterate.
Show Up and Be Seen
Your people need to see you, know you exist, and understand how L&D helps them level up. – Roxana Radulescu
Don’t operate in the background. Visibility builds trust and gives people permission to engage with learning.
Think of Yourself as a Learning Best Friend
Be the one who cheers people on, pushes them forward, and gives them the real talk when they need it, all because you genuinely care about their success. . – Roxana Radulescu
You’re not just a content provider. You’re a trusted guide in their growth journey.
Be Honest About What You Can Sustain
There’s a difference between what’s ideal and what’s possible. A good L&D strategy is one that’s not only exciting but executable.
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Treat Your Learning Stack as a System
Tech stacks are tools. You have to think about information, how it flows, and how it impacts your users. – Jonathan Dunnett
An LMS or content hub is just one piece. What matters is how tools work together to support outcomes.
Test Before You Commit
I’m a fan of testing to de-risk. Try smaller tools or pilot programs before making major investments. – Jonathan Dunnett
Before you buy the big platform or commit to a multi-year rollout, test it. It’s how you uncover resistance, usability issues, and gaps.
Of course, there’s no one-size-fits-all L&D strategy. But there are common threads: clarity, empathy, curiosity, and action.
Want to go deeper?
Explore our Learning and Development Strategy Hub.
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Frequently Asked Questions
Who contributed these learning and development strategy tips?
The tips come from L&D practitioners and leaders, including Alex Anderson, Tiara Harris, Laura Toma, and Roxana Radulescu, alongside Enable Leaders’ own Jonathan Dunnett — each sharing what’s actually worked in their organizations rather than theoretical advice.
What’s the most important tip on this list?
There isn’t a single “most important” one, since they work together — but alignment with business goals tends to be the foundation everything else builds on. A strategy that isn’t tied to real organizational goals is activity, not impact, regardless of how good the individual tactics are.
How do these tips relate to a full learning and development strategy?
These tips are practical, ground-level additions to a broader strategy framework. For the fuller picture — needs analysis, technology stack, measurement, and more — see our Learning and Development Strategy guide.
