Developing a training program that has the power to improve business results is difficult in its own right. Developing a global training program that has the power to improve business results presents a new set of challenges for learning leaders.
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Globally, companies spent over $3 billion last year on leadership development. For some companies, the results are disappointing, but others are thriving. What is the difference between successful and failed leadership programs?
The problem with doing more with less is that it’s really about the “less” and not about the “more.” There is a better way. It’s time to stop death by a thousand cuts and start doing things differently.
It’s more important than ever for organizations to make sure their employees can communicate professionally in English and other major business languages.
In global businesses where budgets are managed locally, it’s often the case that if business is tough and the market is difficult, the training budget is cut or, at best, diverted elsewhere.
Here are three ways your organization can leverage the digital age to deploy learning to a global workforce.
An increasing number of learning and development (L&D) professionals are struggling to find a good balance between their global L&D initiatives and their local and business unit operations.