To gain stakeholder buy-in for L&D, leaders must align learning programs with organizational and departmental goals, delivering measurable results that meet stakeholder expectations. Key players include executives (seeking ROI, productivity, and engagement), line managers (focused on team performance), and employees (who value skill development and career growth). Tailoring programs to each audience's needs ensures relevance and impact. By fostering skill development, communication, and engagement, L&D can strengthen organizational resilience, attract talent, and enhance performance, supporting a culture of continuous learning and improvement.

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