Position learning as your organization’s critical enabler by realizing the measurable impact of learning outcomes and business outcomes that deliver a return on your investment.
Tag: business impact
Most Recent
Here are the five cornerstones with tactics that will help any learning partner or HR professional get a seat at the decision-making table.
With workforce demands increasing, it has become more difficult for employees to set aside time to focus on career development.
Talent development initiatives may fulfill some organizational objectives, but long-term sustainability of these initiatives is an often overlooked variable. Applying the Surround Strategy Model to view incoming requests through four organizational lenses
Anyone who has participated in a training event is familiar with open-ended survey items like this one: “Please provide any additional comments you have about the training program you just completed.”
The golden rule that one size fits one is key to designing high-impact training and development. The modern-day team performance acceleration efforts often fail, with no lasting value, due to the overly programmatic nature of the training effort.
Only 5 percent of learning and development (L&D) organizations excel at using data to align learning with business, according to a recent Bersin report, and 59 percent have trouble connecting learning with business outcomes.
Getting demonstrable results has long been the “holy grail” for training and development departments. But maybe we should think of it more as our Achilles’ heel.
Doing more with less is about efficiency but being “lean” is about appropriately allocating future resources for strategic growth. Lean is nothing new to business, but it is something very new for L&D.
What is the value of training? This simple question heralded the start of Nestlé’s learning effectiveness journey.