Describe a time when you had to sell an idea or change someone's mind.
As a leader, Learning Directors will come across situations in which they have to influence others- superiors, other leaders, or subordinates- to make a decision. Your answer should be based on your own past experience. The interviewer will want to learn that you were collaborative and respectful. Further, they will also want to hear that your intention was honest: you want what's best for the business. A strong answer will be built on facts and data rather than emotion and opinion.
"During my second year as a learning and development manager at MM Manufacturing, I proposed to completely change the way we rolled out our new hire training. At that time, e-learning or anything virtual was foreign territory for the company. With the old way, our new hires took a day of orientation, and then they would embark on a month-long on-the-job training. The first couple of weeks was done through a buddy system in which they were paired up with a current employee. The ensuing weeks would involve 60% actual work, and 40% of the time was spent overseeing all new hires with the supervisor. That system worked for decades, but it also resulted in various inconsistencies in the process, and quality was compromised.
I proposed to adopt a few new high-tech tools: an augmented reality (AR) simulator and micro training through e-learning modules. At first, I faced a lot of opposition from leadership because of the cost associated. On top of that, managers who had been with the company for a long time expressed their disapproval. In fact, some of them were insulted with the suggestion of changing their 'proven ways.' What I did was to put some slides together, presented to them with the cost-benefit analysis, success metrics from competitors who had already implemented these training solutions, as well as training engagement survey feedback from a group of employees who tested the tools.
After that, I had the leaders themselves undergo the AR training. They were blown away by how accurately it captured the fine motor skills required for the job. As for micro training, we designed the modules to be run during critical new hire phases to ensure their knowledge of quality standards was retained in the first 30, 60, and 90 days. Further, we also designed it for annual certification. It ensured consistency in our processes. I'm proud to say that the company continues to utilize these training tools to this day. In fact, they experienced a 15% decrease in customer returns and an increase of 8% in quality."
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