Transformational projects have a different set of resource dynamics than previous periods. Organizations want to leverage in-house expertise and external subject matter experts (SMEs) when embarking on major change programs.
How do we continue influencing and inspiring our teams, peers and learners during a significant disruption, like a global pandemic?
Sales professionals need to develop a new kind of agility that empowers them to welcome change rather than simply manage it.
How can leaders go about generating high engagement in a rapidly changing organization?
Human resources (HR) and training professionals must find new ways to put the human element back in our remote workplace and reskill and upskill our employees to work in this new reality.
What can we bring with us when the dust settles to increase efficiency and collective impact?
Given our dependence on technology and new ways of thinking about learning, we constantly need to manage change.
Change cannot happen without the cooperation of all impacted stakeholders.
To learn more about learning and development (L&D)’s role in change management, we spoke with Loren Sanders, enterprise manager of L&D at CVS Health, and Scott Nutter, who worked with Delta Airlines for 22 years managing its pilot training programs.