The return from a transformation toward learning in the flow of work can be high, but the success rate to secure executive sponsorship and start the transformation is low.
By showcasing the ROI of L&D and, in turn, proving its value as a function within the organization, internal champions can help learning leaders gain the executive support and buy-in they need to deliver learning initiatives that drive change.
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.
Learning leaders need to engage with executives with the understanding that they may believe in the value of training, but nothing else is guaranteed.
Recent surveys show that confusion still exists within the C-suite regarding what constitutes a cyber risk and what they need to do to prevent the risk. Other surveys have shown that in terms of cyber practice, the C-suite constitutes a significant threat.
What sets the highest executives apart at successful companies? A recent study by the American Management Association, “AMA Research: Business Skills That Set High-Performing Organizations Apart,” details the skill sets necessary for C-level...
Today, more than ever, C-Suite executives are charged with delivering more with less while leading increasingly complex organizations in a rapidly changing, risk ridden, global economy.
Why are executives so fiercely protective of their time? It’s because they have so little of it. If you’re persistent and persuasive enough to be able to secure a CXO’s time, the worst thing you can be is unprepared.