Brand Hierarchies in L&D: Why You Need Them

In Learning & Development, brand hierarchies play a crucial role in creating a cohesive and engaging experience for employees. However, in our experience, many organisations struggle with excessive sub-brands within their L&D functions, leading to visual clutter, learner confusion, and inefficiency.

A brand hierarchy defines the structure of corporate brands, employer brands, and L&D sub-brands, ensuring that all elements align under a clear framework. Without this clarity, you’re risking diluting your messaging, overcomplicating marketing efforts, and overwhelming learners. (Sounds messy? That’s because it is…)

And we get it, many L&D teams introduce sub-brands for different learning initiatives, programmes, or platforms – often out of sheer excitement. While this might seem beneficial for differentiation, it often results in brand fragmentation. Instead, consolidating branding under a single L&D identity, aligned with the employer brand, enhances brand recognition, credibility, and engagement.

To implement effective brand hierarchies in L&D, consider:

• Auditing existing L&D brands and sub-brands.

• Aligning with corporate and employer branding guidelines.

• Reducing unnecessary visual differentiation.

A streamlined brand hierarchy simplifies communication, enhances learning engagement, and strengthens brand equity. Instead of creating new logos or distinct visual styles for every initiative, leveraging existing employer branding ensures a consistent and recognisable L&D presence.

Wanna know more about brand hierarchies in L&D? Get this pod in your ear’oles now. 🎧