Why every business needs an L&D strategy (even if it's not written down)

When people hear the phrase L&D (Learning and Development), they often picture large organisations with entire departments dedicated to training, backed by detailed reports and endless data.

Even the term “L&D” isn’t something everyone knows or recognises, which I’ve had to constantly remind myself when speaking to smaller businesses recently. There’s nothing worse than throwing around a load of acronyms and watching people wonder what on earth you’re talking about!

At its core, a learning and development strategy is simply a plan for how you help your people do their jobs better, now and in the future. Every business has one, even if it isn’t written down. It’s reflected in how you train new staff, how knowledge is shared, and how you support people to grow.

The question is: is it intentional… or just happening by accident?

Why strategy matters!

Over the past 15 years, I’ve worked in learning and development across industries and continents, from health and wellbeing to technology. No matter the sector or size, one thing is consistent: organisations that invest in developing their people adapt faster, perform better, and retain talent longer.

When I first moved from a small company into a large global organisation, I noticed the shift immediately. There was structure. Every learning programme connected back to a clear business goal. Training wasn’t something added on; it was part of the plan.

That same clarity benefits any business. Without it, learning can quickly become reactive. A challenge arises, someone leaves, a regulation changes and suddenly you’re scrambling to deliver training on the fly.

Reactive training always costs more than proactive planning.

Why L&D departments feel like a luxury (but aren't)

For many organisations, a dedicated L&D department feels like a luxury. It’s essential in theory, but the reality of hiring, tools, and ongoing management makes it expensive.

That doesn’t mean you don’t need expertise. You still need people who understand how learning works, how to design effective training, and how to link it all back to business outcomes.

That’s where a new kind of partnership makes sense. Working with external learning and development specialists who can bring that structure and strategic thinking without the overhead of a full department.

It’s about having access to expertise when you need it, in a way that fits your scale, your people, and your budget.

What an L&D strategy actually looks like

This follows on very nicely from our previous posts around time-to-competency and training needs analysis. Things don't have to get complicated.

It starts with a few simple questions:

1. What are our business goals? What do we want to achieve this year or in the next few years?

2. What skills and knowledge do our people need to get there? Where are the gaps, and where are the strengths?

3. How will we build those skills? Will we train internally, use digital resources, or bring in support?

Even a one-page plan gives structure and direction. It helps you make smarter decisions about where to focus time, budget, and energy, ensuring your training actually supports your goals. Not just fills a compliance gap.

What happens without on

When learning and development lacks direction, it becomes inconsistent. Inductions vary from manager to manager. Some employees thrive, while others feel lost or unsupported. Over time, those inconsistencies show up in performance, culture, and customer experience.

Research from SHRM shows that companies without structured learning plans can see up to 50% higher turnover among new employees, an enormous cost for any organisation, large or small!

When you think about the time and resources it takes to recruit, train, and replace staff, a clear strategy suddenly feels less like a “nice to have” and more like an essential part of running a sustainable business.

What larger organisations do differently

In larger companies, learning and development is rarely left to chance. It’s measured, evaluated, and linked directly to business performance.

When I led global learning teams, our focus wasn’t on creating more training, it was on creating better training. We constantly asked: “Does this help people perform better?” and “Can we measure the impact?”

Smaller and mid-sized organisations can take the same approach without the complexity. You don’t need dashboards or departments to build structure. You just need a clear plan, consistent delivery...and follow-up.

Why smaller teams still have the edge

Smaller organisations often have something big ones can lose - closeness. Communication is faster, relationships are stronger, and feedback happens in real time. That means you can spot learning needs and make changes far more quickly.

With a bit of structure behind that agility, you can build something powerful...a learning strategy that’s human, flexible and effective.

How Emblem can help

At Emblem Training Solutions, we help organisations of all sizes design learning and development strategies that actually work.

Whether that means building a clear induction process, designing digital learning, or consulting on a full L&D framework, our focus is on creating learning that builds confidence, consistency, and competence.

You don’t need a big department to have a big impact. You just need a plan and the right people to help build it.

If you’d like to explore how we can help your organisation develop an L&D strategy for 2026, get in touch for a free consultation.

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