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Creating an inclusive environment for a diverse workforce is no longer a “feel-good” initiative; it’s a business imperative. Simply closing your eyes and throwing a program at a dartboard won’t do the trick.
When using a 360-degree feedback survey, after all parties (peers, direct reports and managers) complete the evaluation, effective delivery of the data gathered in the survey is critical for the employee to be able to use it for growth and development.
When leaders recognize accountability as something that is teachable and measurable – i.e., a hard skill – they can wield its power to achieve a slew of top-line business goals.
You may be put off at the thought of completing what may seem like a mammoth administration task before you even start planning your training, but a training needs analysis at regular intervals can be beneficial to your business for several reasons.
The most adaptive and innovative companies must ensure that their employees can speak the language of data and use it to improve work outcomes. Read this article to learn how you can create a data-fluent organization and help employees work better.
A persistent challenge for chief learning officers is how to tangibly measure the impact of L&D so they can confidently report to senior leaders how their programs are driving business value. A logical proxy for measuring L&D ROI is proficiency.
Finding a solid path from the training event all the way to the final destination (business impact and ROI) will make any initiative successful.