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.
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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.
There are many challenges facing learning and development (L&D) professionals today. According to a Training Industry, Inc. research report, about one-third of survey respondents identified content relevancy as a challenge within their organizations.
Make sure L&D professionals have a thorough understanding of the industry in which they work. Whether they are on the buy or the sell side, knowledge of the industry will help them deliver value and garner a positive individual reputation.
Many learning and development (L&D) professionals are responsible for leading a function while also pursuing their own professional development with limited access to resources.
Intrepid by VitalSource® today announced the availability of a new “mini-MOOC” to help enterprise learning leaders guide their organizations through a digital learning transformation.
In 1989, GE CEO Jack Welch created the chief learning officer (CLO) role for Steve Kerr. In the last 29 years, though, the role has changed as business has changed – quickly and quite a lot.