Bentley Motors

Karen Suddards

Karen Suddards, Global Learning Manager at Bentley Motors, emphasises the importance of Learning Ambassadors in extending the reach of L&D efforts. "Our Learning Ambassadors will drive our learning culture across the organisation, ensuring continuous development even when resources are stretched." She outlines key steps for successfully implementing a Learning Ambassador program, from selecting the right ambassadors to providing training, defining roles and recognising contributions.

In today's competitive business environment, organisations recognise the importance of learning and development (L&D). However, many L&D teams, especially in global organisations with limited resources, face challenges in delivering impactful learning experiences at scale. An innovative strategy to overcome these challenges is the development of Learning Ambassadors. These ambassadors bridge the gap between the L&D department and the broader organisation, ensuring that learning is deeply embedded in the culture, even with resource constraints.

The Role of Learning Ambassadors

Learning Ambassadors are employees passionate about learning and fostering a culture of continuous development. Though not part of the formal L&D team, they are selected based on their interest in personal growth, team influence and willingness to champion learning initiatives. Learning ambassadors act as extensions of the L&D department, spreading knowledge, encouraging participation in learning activities and providing feedback from the ground up.

In resource-constrained environments, Learning Ambassadors are invaluable. They extend the reach and impact of L&D initiatives without needing significant additional resources. By leveraging the enthusiasm and networks of Learning Ambassadors, L&D teams can ensure that learning becomes integral to the organisation, even when the team is small or under-resourced.

The Benefits of Learning Ambassadors

1. Extending the Reach of L&D Initiatives A significant challenge for small L&D teams is effectively reaching all employees. Learning Ambassadors help bridge this gap, acting as local representatives of the L&D department, promoting learning programs, sharing resources and encouraging continuous development. This decentralised approach ensures that learning opportunities are accessible to everyone, regardless of location or role.

2. Fostering a Culture of Continuous Learning

A key objective of any L&D strategy is to create a culture where learning is valued. Learning Ambassadors play a crucial role in modelling the behaviour they wish to see in others, inspiring colleagues to take ownership of their learning journeys. Embedded within their teams, they tailor their approach to fit specific team needs, making learning promotion more relevant and impactful.

3. Enhancing Employee Engagement and Retention

Employees who feel their professional development is supported are more engaged and committed. Learning Ambassadors create an environment where growth is valued, boosting morale and reducing turnover. Their presence signals that the organisation is committed to investing in its people, even with limited resources.

4. Gathering Feedback and Driving Continuous Improvement

Learning Ambassadors serve as a feedback loop for the L&D department. Positioned on the front lines, they gather insights on the effectiveness of learning programs, identify gaps and suggest improvements. This feedback is invaluable for small L&D teams, enabling data-driven decisions and continuous refinement of offerings.

"Learning Ambassadors are catalysts for transformation, enabling us to build an agile, innovative and resilient workforce. Their role will undoubtedly become essential in any successful L&D strategy"

Implementing a Learning Ambassador Program Establishing a Learning Ambassador program requires careful planning. Key steps include:

1. Identify and Select Ambassadors

Identify candidates passionate about learning, respected by peers and influential within their teams. Diversity in selection ensures Ambassadors represent a broad cross-section of the business.

2. Provide Training and Resources

Equip Learning Ambassadors with the knowledge and tools to be effective. Provide training on promoting learning programs, facilitating discussions, and gathering feedback. Ongoing support, including regular check-ins, access to a community of practice and opportunities for further development, is crucial.

3. Define Roles and Responsibilities

Clearly define the roles and responsibilities of Learning Ambassadors, including promoting L&D initiatives, facilitating learning activities, providing feedback, supporting onboarding and acting as role models.

4. Recognise and Reward Contributions

Sustain the program's momentum by recognising and rewarding Ambassadors' contributions through formal and informal recognition and providing opportunities for further skill development.

5. Monitor and Evaluate the Program

Regularly monitor and evaluate the program's effectiveness by tracking key metrics such as participation rates, employee feedback and impact on engagement and retention. Adjust the program as needed to ensure it meets business needs.

Bentley Motors: Driving Excellence through Learning Ambassadors

At Bentley Motors, the commitment to craftsmanship and innovation is matched by a dedication to employee development. Recognising the challenges of delivering highquality learning with a small L&D team, Bentley Motors is implementing a Learning Ambassador program to extend its reach globally.

Learning Ambassadors at Bentley will be selected based on their passion for learning and influence within teams. They will play a crucial role in promoting the company’s learning initiatives, particularly in technical and leadership development. By organising regular workshops and discussions, Bentley’s Learning Ambassadors will ensure colleagues have the knowledge and skills to excel.

Karen Suddards highlights, "There is an appetite from colleagues to be part of this network. They see the benefit in maintaining high standards of excellence, even with resource challenges."

Conclusion: The Future of Learning Ambassadors As organisations navigate an increasingly complex environment, the role of Learning Ambassadors becomes critical. For small L&D teams, Learning Ambassadors offer a powerful way to extend the reach and impact of programs. By empowering employees and fostering a culture of continuous development, Learning Ambassadors help businesses thrive in challenging times.

Success depends on careful planning, ongoing support and continuous improvement. By selecting the right individuals, providing necessary training, and recognising contributions, organisations can create a network of Learning Ambassadors that drive meaningful change and support long-term success.

Karen Suddards concludes, "Learning Ambassadors are catalysts for transformation, enabling us to build an agile, innovative and resilient workforce. Their role will undoubtedly become essential in any successful L&D strategy."