As learning leaders, how do you help employees be effective amid an organizational context characterized by nonstop initiatives and limited resources? Equip your people with the skills to navigate the never-ending influx of to-dos.
Our conversation about change and alignment started in June 2017, shortly after Dina became head of corporate training and development at Kuwait National Petroleum Company (KNPC), one of the world’s largest oil refiners.
We know that a well-executed training program can improve performance, increase employee engagement and more. But outside the L&D function, do senior leaders and executives see L&D the same way?
Having a partner can help learning organizations prove their value in the business and change the perception of simply being a cost center.
Your sales team is dynamic and sharp. They’ve done their homework, they’ve memorized the data and they know which clients to target. So, why did they fail to close the deal?
In order to align your goals to support the whole organization, let’s start with the understanding that every organization can be divided into two types of functions: core functions and support functions.
There’s a better way to demonstrate the value of coaching. It starts with a disciplined approach to defining and measuring the success of each engagement.
Learning leaders need to engage with executives with the understanding that they may believe in the value of training, but nothing else is guaranteed.