With multi-modal training programs becoming more common and with so many modalities emerging, it is critical for learning leaders not only to understand these modalities but also to know how to effectively use them to drive learning and business results.
I consider the CPTM to be the most effective preparation for becoming a chief learning officer, thanks to knowledge, skills and abilities I have obtained to run training programs.
In today’s increasingly competitive world, companies are continually looking for ways to evolve and transform their organizations. Developing a curriculum that truly focuses on the individual is the best way to extract both raw talent and potential.
Learning and development professionals tend to primarily focus on other learners and lose focus on ourselves, but forgetting about your own lifelong education can be problematic.
In order to connect learning to behavior change, L&D leaders must identify the key skills and behaviors that need to change and then determine the appropriate strategies and tools to reinforce the development and sustainment of those skills after training.
With so many moving parts to consider (i.e., individual skill sets, departmental structures, technological applications and beyond), learning leaders’ own personal development can become a difficult process to stay on top of.
Leaders believe they have a compelling story to tell, but through the eyes of the employees, the opposite is often the case. This is true at the highest levels of the organization as well as with functional leaders, like in learning and development.
With the disruption we’re seeing in business and ways of working, the L&D organization can play a significant role to future-proof its business. However, there are several phenomena that L&D professionals say are holding their teams back.
Especially as the role of the learning leader has come into its own, people are realizing the opportunities they can experience if they join the training field. Here are some tips for “career switchers” entering L&D.